Training Package
Understand The Purpose And Importance Of Personal And Professional Development
🎬 Contains VideosExplore personal and professional development opportunities, their value and organisational impact, and how to evaluate, plan and record learning that meets individual and workplace needs.
£2.00 per learner
Restricted package
Understand The Purpose And Importance Of Personal And Professional Development is only available to approved organisations. Please contact Micro Learn Online for access.
Contact Micro Learn OnlineAbout this package
Personal and professional development should connect what people need to learn with what their organisation needs to achieve. This package examines that relationship, explaining the purpose of development and how it can support skills, confidence, career progression and organisational performance. Its workplace focus is particularly relevant to leadership and management, where people need to develop judgement and behaviour as well as knowledge.
Learners explore formal and informal development opportunities, including training, coaching, mentoring, self-directed learning and secondments. The content distinguishes planned, supported learning from development gained through everyday experience, observation, feedback and unfamiliar situations. It also considers stretching assignments and how different opportunities can prepare people for broader responsibilities. Rather than treating one method as suitable for everyone, the package encourages learners to consider the capability required and the circumstances in which learning will be used.
The package then examines development as an investment of time, money, attention and work opportunities. Learners assess its value for individuals through confidence, employability, motivation and career progression, alongside its contribution to organisational objectives and priorities. They analyse how learning can lead to improved effectiveness, productivity, retention and employee capability. They also consider the negative impact of poorly matched development, including wasted resources and disruption without a useful improvement in workplace performance.
The final part focuses on evaluating and managing development. Learners consider whether an opportunity suited the identified need, produced the intended outcomes and justified the resources used. The planning content follows a five-step cycle: identify the need, set an objective, agree the action, check progress and record the evidence. Together, these topics help learners distinguish a useful development plan from a vague intention, and explain how monitoring and meaningful records support better future decisions and continuous improvement.
Who it’s for
Suitable for supervisors, team leaders, managers and learners studying leadership and management. It also suits staff who need to understand how workplace development is selected, evaluated and planned.
What’s covered
Formal Development Opportunities in Organisations
Explore planned development activities, including training, coaching, mentoring and structured secondments. Consider how an identified purpose, appropriate method, timescale, delivery responsibility and review help connect learning to a real work need.
Informal Learning, Secondments and Career Growth Pathways
Examine learning through everyday experience, observation, feedback and unfamiliar situations. The content connects informal development, self-directed learning, secondments and stretching assignments with confidence building and career progression.
Personal and Organisational Value of Development Investment
Assess development as an investment of time, money, attention and work opportunities. Consider its value for individual confidence, employability, motivation and career progression, and how those benefits relate to organisational objectives and priorities.
Organisational Impact of Development Outcomes and Misalignment
Analyse how development can affect organisational effectiveness, productivity, retention, employee capability and motivation. Explore how learning translates into workplace behaviour, and why poorly matched opportunities may waste resources without addressing the actual need.
Evaluating Development Effectiveness Against Needs and Outcomes
Consider how to judge development against its suitability, intended outcomes and contribution to identified needs. Learners examine evaluation criteria, evidence and comparisons rather than relying only on positive feedback or general impressions.
Planning, Recording and Reviewing Development Cycles
Follow the development planning cycle from identifying a need and setting an objective to agreeing actions, checking progress and recording evidence. Examine how actively used plans and meaningful records support review, adjustment and future decisions.
Learning outcomes
By completing this package, learners can:
- Explain personal and professional development opportunities available within organisations, including formal and informal activities such as training, mentoring, coaching and secondments.
- Assess the value of personal and professional development for individuals and organisations in relation to organisational objectives, priorities and performance.
- Analyse the positive and negative impact of personal and professional development on organisational effectiveness, employee capability and motivation.
- Evaluate the effectiveness of personal and professional development opportunities in organisations by comparing their suitability, outcomes and contribution to identified needs.
- Outline the process organisations use to plan and record personal and professional development, including identifying needs, setting objectives, monitoring progress and maintaining development records.
What’s included
A deployable SCORM package with practical learning content, ready for your LMS.
How it works
Add access, upload the package to your LMS, and pay per learner who uses it.
Frequently asked questions
Which personal and professional development opportunities does the package cover?
It covers training, coaching, mentoring, self-directed learning, secondments and stretching assignments. It also examines informal learning through workplace experience, observation and feedback.
Does the package explain how development benefits an organisation?
Yes. Learners examine its contribution to effectiveness, productivity, retention, capability and motivation, alongside individual benefits such as confidence and career progression. The package also considers negative consequences when development does not match workplace needs.
Does it cover development planning and evaluation?
Yes. It covers judging opportunities against identified needs and intended outcomes, then planning development through needs identification, objectives, agreed actions, progress checks and evidence recording.
Is the content relevant to supervisors and team leaders?
Yes. The content uses leadership and management contexts to explain how development builds workplace capability and prepares people for broader responsibilities.
How is the package delivered, and does it include video?
This is an e-learning package from Micro Learn Online, uploaded to your organisation’s own LMS for learners to access there. It includes video content and is licensed per learner.
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