PROFESSIONAL DEVELOPMENT

STRATEGIC MANAGEMENT ASSIGNMENT

27/07/2020 Personal Development Plan via Skill Audit

Name : Amr Ismail

Contents
ATOS Overview 1: - .......................................................................................................................... 4
ATOS Vision 1: .................................................................................................................................. 4
ATOS’s Core VALUES 2: ................................................................................................................ 5
Innovation .................................................................................................................................... 5
People – driven: .......................................................................................................................... 5
Excellence .................................................................................................................................... 5
Add Value ..................................................................................................................................... 5
ATOS Egypt Strategic Objectives in the next 3 Years: - ............................................................ 5
Growth........................................................................................................................................... 5
Customer Satisfaction .............................................................................................................. 5
People ........................................................................................................................................... 5
Innovation .................................................................................................................................... 5
Scenario ............................................................................................................................................. 6
Task 1 (Skills Review) .............................................................................................................................. 6
A.C .1.1 To evaluate personal & professional leadership skills required to achieve strategic
goal of growth of the company. ...................................................................................................... 6
Leading without authority 4 ..................................................................................................... 7
Leadership Skills ........................................................................................................................ 8
Personal skills............................................................................................................................. 8
Technical Skills........................................................................................................................... 9
A.C.1.2. Apply techniques to assess personal professional skills required to support the
strategic direction your organization............................................................................................ 10
Task 2 (Skills Audit) ............................................................................................................................... 12
To produce evidence for A.C.2.1: I have managed to complete a Skills Audit following the
given template. ............................................................................................................................... 12
To produce evidence for A.C.2.1Apply appropriate techniques to identify your preferred
learning ............................................................................................................................................ 18
Task 3: Continuous Professional Development Plan ............................................................................ 22
A.C. 3.1. Prepare a personal development plan that meets leadership development skills
identified in the skills audit ............................................................................................................ 22
AC. 3.2. Use suitable methods to assess the outcomes of the personal development plan
against personal work objectives. ................................................................................................ 26
A.C. 3.3. Evaluate the impact of own learning against the achievement of strategic goals:
.......................................................................................................................................................... 28
Bibliography .......................................................................................................................................... 29
List of Abbreviations

- MENA Referring to the Middle East and North Africa

- SAP Stands for Systems Applications and Products
- ERP stands for enterprise resource planning
- CRM stands for customer relationship management
- CPD Continuing Professional Development
Employers always looking for unique employees who take the responsibility for their
learning and development needs to gain the personal and professional skills needed
to support the strategic direction of an organization.

Being newly appointed in Multi-National Software company, ATOS, and potentially

recommended for strategic managerial position in near future as SAP Practice Head
for MENA region, there are a number of skills both professional and personal are
required to be developed in order to achieve the aspired position.

ATOS Overview 1: -
Atos is a global leader in digital transformation with 110,000 employees in 73 countries
and annual revenue of € 12 billion. European number one in Cloud, Cybersecurity and
High-Performance Computing, the Group provides end-to-end Orchestrated Hybrid
Cloud, Big Data, Business Applications and Digital Workplace solutions.

The Group is the Worldwide Information Technology Partner for the Olympic &
Paralympic Games and operates under the brands Atos, Atos|Syntel, and Unify.

Atos is a SE (Societas Europaea), listed on the CAC40 Paris stock index. The purpose
of Atos is to help design the future of the information space. Its expertise and services
support the development of knowledge, education, and research in a multicultural
approach and contribute to the development of scientific and technological excellence.
Across the world, the Group enables its customers and employees, and members of
societies at large to live, work and develop sustainably, in a safe and secure
information space.

ATOS Vision 1:
A global leader in digital transformation.

ATOS Slogan:
Trusted Partner for your Digital Journey

1: ATOS Universal Registration Document 2019 [Online][Available from: [https://atos.net/en/lp/integrated-report-2019][Accessed on 1st of july, 2020]
ATOS’s Core VALUES 2:
Innovation
We Seek out innovation keeps us sharp, positive, and creative. We seek to improve
efficiency, maximize performance, and increase agility through Business
Transformation Services.

People – driven:
ATOS ethos is simple: we put our people at the heart of everything we do.

Excellence
we ensure our clients gain a competitive edge by always maintaining the highest
standards.
Add Value
we continuously add value and excellence by being agile, flexible, and pro-active; by
reskilling our staff and constantly bringing worldwide best practices to our clients.

ATOS Egypt Strategic Objectives in the next 3 Years: -

Growth
▪ Increase ATOS Egypt Revenue by 70%.
▪ Increase the ATOS market share to 30% of the Digital Transformation market
in Egypt.
Customer Satisfaction
▪ Increase the overall Middle East customer satisfaction above 8 out of 10.

People
▪ Build and grow a highly skilled team of 250 Expertise to implement and
support MENA Projects.
▪ Building a Great Place to Work in Egypt.

Innovation
▪ Accelerate the industry-specific digital business transformation of ATOS
Customers.
▪ Increasing the focus on 3 Industry verticals (Real Estate, Services, CRM).
▪ Build ATOS localized solution for specific industries that fit MENA region.

2: ATOS Business Transformation vales website [Online][Available from: [https://atos.net/en-gb/united-kingdom/solutions-uk/atos-business-

transformation-services-bts-uk/our-values-bts-uk][Accessed on 25st of July, 2020]

Scenario
For ATOS to reach strategic objectives of Building a regional ERP Delivery Center in
Egypt to implement and support all ATOS MENA Projects onsite and off-shore. It has
to attain Strategic Leaders who can envision the company's strategic Objectives into
real actions help it to open and establish the business entity, increase the number of
employees, attract the highly skilled resources, improve the project management and
delivery practices. Resulting to increase the customer satisfaction level.

I was assigned to hold the position of SAP Practice Head for the Middle East and North
Africa (MENA) region. Which is key to set the strategic direction, lead the growth, and
manage all facets of the practice.

As a result, the Human Resources department asked me to Develop a Continuous

Development Plan (CDP) that reflects my current competencies to develop these skills
for the new SAP Practice Head Position.

Task 1 (Skills Review)

A.C .1.1 To evaluate personal & professional leadership skills required to achieve
strategic goal of growth of the company.
In this aspect, I started to identify the needed skills and competencies for SAP Practice
Head Position to be able to map them with my current competencies.

I found that the SAP Practice Head is responsible for setting up and manage SAP
practice by managing existing and new client's projects, drive effective implementation
strategies that are based on valid, customer-specific technology value propositions,
manage delivery to ensure the overall success of the implementation/project delivery
of SAP solutions and business processes proactively, build and grow a team culture
that focuses on the successful and enduring customer and partner relationships and
manage the full-time and part-time team as well as partners/sub-contractors.

I identified the following required skills for SAP Practice Head position that will help to
achieve ATOS’s strategic goals of increase the overall customer satisfaction and grow
a highly skilled team of 250 Expertise to implement and support MENA Projects.
Leading without authority 4
Perhaps the biggest challenge for the employees of the future relates to leadership. In
the future’s ad hoc teams, leadership will be both informal or shifting. Though 20th
century managers could always rely on title and direct authority to overcome
obstacles, tomorrow’s team leaders will find that counterproductive at best. “Leaders
who don’t have the formal authority come under suspicion when they act more like a
team captain than a curious scientist,” explains Steven DeMaio for the Harvard
Business Review. The trick will be to bring a team together, delegate tasks, keep team
members accountable, and do all this with no formal authority.

To succeed, these leaders of the future will need to draw on an impressive array of
social skills to build and maintain strong relationships. They’ll need to be able to make
decisions, build trust, listen actively, and solve problems on the fly—often by
suggesting rather than commanding. The ideal leader in an anti-hierarchical
environment will need to learn to empower rather than control.

3 ATOS Future of WORK trends report[Online][Available from : https://atos.net/wp-content/uploads/2017/09/atos-future-of-work-trends-report.pdf ] [Accessed

on 15th of july, 2020]
Leadership Skills
▪ Planning, organizing & setting objectives.
▪ Persuading & motivating: creating enthusiasm to make things happen.
▪ Clarifying the problem & making logical decisions.
▪ Cognitive flexibility.
▪ Coaching Skills .
▪ Taking the initiative & responding flexibly to changing situations.
▪ Accepting responsibility for mistakes & wrong decisions.
▪ Persevering when things are not working out.
▪ Taking a positive attitude to & learning from failure.
▪ Presenting a positive personal image. Being assertive.
▪ Delegating tasks to people with the right skill set.
▪ Listening, supporting & giving constructive criticism.

Personal skills
▪ Emotional Intelligence 4

Emotional intelligence is the ability to recognize the emotions of yourself and others
around you, manage for potential affects of your emotions on others, and consider all
of the emotions in relations and in decision making and problem solving. Emotional
intelligence is a critical ingredient in self-leadership and in leadership of others and it
requires one to be self-aware and have strong empathy for others.

▪ Work-life balance skills 4

The topic of work-life balance applies to a person's effort to be effective in their work
life and in their personal life, as well. This topic wasn't as important in the past as it is
today because, in the past, people often were able to attend primarily to one major
role in their life (for example, to working in "the" company or housekeeping), rather
than to several (for example, to the current employer and one's career and being a
mother and being happy as an individual). Organizations are recognizing that, to
cultivate and support productive employees, the organization must assist employees
to learn how to achieve and maintain suitable work-life balance.

4: Free Management Library Website :[Online][https://managementhelp.org/]] [Accessed on 15th of july, 2020]

 ▪ Communication Skills 5

Interpersonal communication is the process by which people exchange information,

feelings, and meaning through verbal and non-verbal messages: it is face-to-face
communication. Interpersonal communication is not just about what is actually said -
the language used - but how it is said and the non-verbal messages sent through tone
of voice, facial expressions, gestures and body language.

▪ Control Stress 4

One of the most frequent concerns and complaints of people today is that they don't
have enough time to do what they -- or especially their bosses -- want them to do.
Consequently, there are many resources with guidelines and tips to manage time more
effectively. Time management and stress management often are closely related and
discussed together.

Technical Skills
▪ Sales Skills
▪ Pre-sales skills
▪ SAP Cloud Solutions Skills
▪ Market and Technology awareness
▪ Project Management Skills
▪ Technological literacy

5.Skills You Need Website: [Online][https://www.skillsyouneed.com/ips/interpersonal-communication.html] [Accessed on 15th of

july, 2020]
 A.C.1.2. Apply techniques to assess personal professional skills required to support
the strategic direction your organization

In order to assess the professional skills which required to support organization

strategic objectives, I’ll use SWOT Analysis technique.

SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. The

goal is to examine internal (Strengths & Weaknesses) and external (Opportunities
and Threats) elements of a business. If there are multiple product lines or lines of
business the SWOT Analysis can be defined more or less narrowly as necessary. 6
What makes SWOT especially powerful is that, with a little thought, it can help you
uncover opportunities that you would not otherwise have spotted. And by
understanding your weaknesses, you can manage and eliminate threats that might
otherwise hurt your ability to move forward.

Strengths Weaknesses
What do you do well? What could you improve?
What unique resources can you draw on? Where do you have fewer resources than
What do others see as your strengths? others?
What are others likely to see as weaknesses?
Leadership ▪ Time Management.
▪ Open Minded. ▪ Clarifying the problem & making logical
▪ Cognitive flexibility decisions
▪ Taking the initiative & responding ▪ Coaching & Motivating.
flexibly to changing situations. ▪ Administration activities.
▪ Taking a positive attitude to & learning ▪ Delegating tasks to people with the
from failure right skill set.
▪ Planning, organizing & setting ▪ Listening, supporting & giving
objectives. constructive criticism.
Technical ▪ Personal
▪ Good Market and Technology ▪ Work-life balance skills
awareness. ▪ Control Stress
▪ Strong Pre-sales activities experience. ▪ Social Skills
▪ Strong Project Management Skills & ▪ Emotional Intelligence
Experience.
Personal
▪ Strong Communication Skills.
▪ Strong Presentation Skills

Advantages
▪ Large Professional Network.
 ▪ Ability to build and manage a big team
of SAP Consultants.
Opportunities Threats
What opportunities are open to you? What threats could harm you?
What trends could you take advantage of? What is your competition doing?
How can you turn your strengths into What threats do your weaknesses expose you
opportunities? to?
▪ Receiving Support from Top ▪ Other stakeholders competing me to
Management. take control of the new business unit.
▪ Studying an MBA will help to improve ▪ Competitors will start recruit our
my strategic management thinking & resources to we cannot compete in the
skills. market.
▪ Increasing my professional network.
▪ Discovering and improving my skills to
run people and handle a big team.
▪ Enroll in ATOS Development
Programs.
▪ Getting the opportunity to build & work
with an innovative team in an
innovative environment.
▪ Egypt Market has the best Expertise in
the MENA so it will help me to develop
a good team.

6: http://www.rob-berman.com/swot-analysis-powerful-underutilized-tool/
Task 2 (Skills Audit)

To produce evidence for A.C.2.1: I have managed to complete a Skills Audit

following the given template.

A skills audit is essentially a process for measuring and recording the skills of an
individual or group. The main purpose of conducting a skills audit in an organization is
to identify the skills and knowledge that the organization requires, as well as the skills
and knowledge that the organization currently has.7

Skills audits are also usually done to determine training needs so an organization can
improve its skills and knowledge. However, skills audits are also completed for other
reasons such as restructuring and deployment. A skills audit gathers more information
than simply the level of your current qualification. It firstly identifies the skills matrices
for the organization and then delves into what the current competencies are of each
individual against this predefined set of skills required to fulfill a specific role. 7

The outcome of the skills audit process is a skills gap analysis. This information will
enable the organization to improve by providing the appropriate training and
development to individuals to cater to the identified skill gaps. The skills audit process
will also provide information that can be used for purposes such as internal employee
selection and to ensure that the correct person is deployed in each position. 7

Competence – How competent are you in Job Importance – How important do

this skill? you
think this skill is in Employment?
1. Highly proficient 1. Unnecessary
2. Fairly proficient 2. Not very important
3. Adequate 3. Helpful
4. Not very proficient 4. Fairly important
5. Unskilled 5. Essential

7 Watson, Heather. (2004) Skills Audits-The Skills Framework. [Online] p.1. Available from:
www.fasset.org.za/downloads/SDF5_skills_audit_full_article.doc [Accessed: 15th July, 2020].
 SKILL COMPETENCE IMPORTANCE IMPORTANCE COMPETENC EVIDENCE FOR YOUR
For current For future position E LEVEL OF COMPETENCE
position X
JOB
IMPORTANC
E

1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 Current Futur
e

Managing Self and Personal Skills

Manage own resources (priorities, X X X 16 20 -I’m Managed Project of 15
objectives, time, getting feedback) SAP Consultants from
Different 4 Countries
(Turkey, India, Saudi, Egypt)
-I’m Facing Challenges when
I’m running multiple projects
at the same time
Manage own professional X X X 10 10 -I’m always Searching for
development New Development,
evaluating my skills
Participated in multiple
technology activities and
courses to be updated.
Providing Direction
Provide leadership X X X 9 15 As a Technical Team lead, I
always provide guidance and
leadership to my team.
Promote equality of opportunity,
diversity, and inclusion
Facilitate Change
Encourage Innovation
Plan and implement change
Working with People
Develop productive working
relationships with colleagues
Recruit, select and keep colleagues
Allocate and monitor progress and
quality of work
Provide learning opportunities for
colleagues
X X X 8 10 Being in a multinational
company makes me accept
the diversity and provide fair
opportunities to all team
members.
X X X 8 8 As a technical team lead, I
was always supporting and
encouraging my team and
company to innovate new
products for customers.
X X X 8 10 Successfully Planned and
Implemented the projects
X X X 8 10 I Always have a good
relationship with my
colleagues and managers
X X X 3 5 I always help the company to
get new profiles, screen
them, interviewing them,
headhunt the best in the
market.
X X X 9 12 Ability to get progress
updates from team members
and follow up the tasks of the
project
X X X 9 12 I Helped my technical team
to identify the market new
technologies & trends to
learn
Help team members address
problems affecting their performance
Build and manage teams
Reduce and manage conflict
Lead meetings
Participate in meetings
Initiate and follow
disciplinary/grievance procedures
Using Resources
Manage a budget
X X X 6
X X
X X
X X
X X
X X X 10
X X
12 Try to listen to my team
opinions and what’s the
challenges they are facing.
X 8 10 I always work with the
company to build a project
team and set the
responsibilities, manage the
integration and good spirit
between the team.
X 8 10 Capable of managing the
conflict by finding the conflict
root and quickly seeking for a
solution
X 8 10 As a project manager I’m
leading internal team
meetings, and customer
meeting and steering
meeting.
X 8 10 As a project manager and
team lead, I participated in all
valuable meeting for me,
team, and project.
15 Didn’t raise a Disciplinary
action before.
X 6 10 I know how to manage the
project budget cost and
expenses compared to

Ensure health and safety
requirements are met
Manage physical resources
Take effective decisions (based on
analysis of available information)
Communicate information and
knowledge
earned revenue to keep the
project always profitable.
x x x 9 12 As a project manager in a
multinational company we
used to get resources from
abroad, so I was always
distributing the safety and
health guidance once they
reach the project country,
also get all the essential
logistics to the project like
medical kits and water.
x x x 6 6 I always asked my team
members to keep green and
use a whiteboard in
discussion and digital
documentation instead of
printing it.
x x x 6 8 As a system solution
architect when we faced
issue in the system I started
to gather information from
all available resources then
propose the suitable design
and decision. specially
x x x 6 8 Using different ways to
always keep in
communication with my
team and implement a
communication plan for the
project
Achieving Results
Manage a project
Manage the delivery of a customer
service
Technical Skills
Perform re-sales Activities
Project Budgeting & Costing
Generate new Sales Leads
Market and Technology awareness
x x x 8 10 Managed several End to
End Software projects.
Using waterfall and agile
project management
methodologies.
X x x 8 8 Managed Application
Managed Service (AMS)
projects with a defined SLA
and Ticketing System
x x x 5 5 Managed and Participated
in all Pre-sales Activities (
RFI , POC, DEMOS,
Solution Architecture,
Proposal Writing).
x x x 4 5 High Experience and skills
in Project Budgeting,
Planning and resources
allocation.
x x x 6 8 I Always Generating new
Sales Leads from our
existing Customers or from
a new customer
X X X 6 8 Always Participated in all
new technology events and
seeking to know new
updates about projects
performance and customer
expectations.
To produce evidence for A.C.2.1Apply appropriate techniques to identify your
preferred learning
Learning styles are theories describing individual preferences for how we like to learn
and how we best retain new information. 8

By knowing my best learning style, it involves understanding on how i tend to learn

best. This information can be used to increase my skills and select the best learning
approaches that fits me, such as watching videos, listening to audios, writing notes,
draw graphs or by practice. 8

In this task I’ll use VARK model to identify the preferable learning style.

There are many different ways of categorizing learning styles including Kolb's model
and the Jungian learning styles. Neil Fleming's VARK model is one of the most popular
representations. In 1987, Fleming developed an inventory designed to help students
and others learn more about their individual learning preferences.

In Fleming's model, which are often referred to as VARK learning styles, learners are
identified by whether they have a preference for visual learning (pictures, movies,
diagrams), auditory learning (music, discussion, lectures), reading and writing (making
lists, reading textbooks, taking notes), or kinesthetic learning (movement,
experiments, hands-on activities).

8. Overview of VARK Learning Styles :[ONLINE][ https://www.verywellmind.com/vark-learning-styles-

2795156#:~:text=In%20Fleming's%20model%2C%20which%20are,%2C%20taking%20notes)%2C%20or%20kinesthetic]
[Accessed on 15th of july, 2020]
 In order to identify which type of learner I am, I’m taking an online VARK
Questionnaire (Version 8.01) on the website of vark-learn,com that posed a series
of situations. Respondents select the answers that best match their preferred
approach to learning.

The following is the VARK Questionnaire (Version 8.01)

Question Possible Answers Answers Scoring

Chart
1. I need to find the a. find out where the shop is in relation to K
way to a shop that a somewhere I know.
friend has b. ask my friend to tell me the directions. A
recommended. I c. write down the street directions I need to R
would: remember.
d. use a map. X V

2. A website has a a. seeing the diagrams. X V

video showing how to
make a special graph
or chart. There is a b. listening. A
person speaking, c. reading the words. R
some lists and words d. watching the actions. X K
describing what to do
and some diagrams. I
would learn most from:
3. I want to find out a. look at details about the highlights and X K
more about a tour that activities on the tour.
I am going on. I would: b. use a map and see where the places are. X V
c. read about the tour on the itinerary. R
d. talk with the person who planned the tour or A
others who are going on the tour.
4. When choosing a a. Applying my knowledge in real situations. X K
career or area of b. Communicating with others through A
study, these are discussion.
important for me: c. Working with designs, maps or charts. X V
d. Using words well in written communications. R

5. When I am learning a. like to talk things through. A

I: b. see patterns in things. X V
c. use examples and applications. X K
d. read books, articles and handouts. X R
6. I want to save more a. consider examples of each option using my K
money and to decide financial information.
between a range of b. read a print brochure that describes the R
options. I would: options in detail.
c. use graphs showing different options for X V
different time periods.
 d. talk with an expert about the options. X A
7. I want to learn how a. watch others play the game before joining in. X K
to play a new board b. listen to somebody explaining it and ask X A
game or card game. I questions.
would: c. use the diagrams that explain the various V
stages, moves and strategies in the game.
d. read the instructions. R

8. I have a problem a. gave me something to read to explain what X R

with my heart. I would was wrong.
prefer that the doctor: b. used a plastic model to show me what was K
wrong.
c. described what was wrong. X A
d. showed me a diagram of what was wrong. V
9. I want to learn to do a. read the written instructions that came with R
something new on a the program.
computer. I would: b. talk with people who know about the program. A
c. start using it and learn by trial and error. X K
d. follow the diagrams in a book. V
10. When learning a. videos showing how to do or make things. X K
from the Internet I like: b. interesting design and visual features. X V
c. interesting written descriptions, lists and R
explanations.
d. audio channels where I can listen to podcasts A
or interviews.
11. I want to learn a. diagrams to show the project stages with X V
about a new project. I charts of benefits and costs.
would ask for: b. a written report describing the main features R
of the project.
c. an opportunity to discuss the project. X A
d. examples where the project has been used X K
successfully.
12. I want to learn how a. ask questions and talk about the camera and X A
to take better photos. I its features.
would: b. use the written instructions about what to do. R
c. use diagrams showing the camera and what V
each part does.
d. use examples of good and poor photos X K
showing how to improve them.
13. I prefer a presenter a. demonstrations, models or practical sessions. X K
or a teacher who uses: b. question and answer, talk, group discussion, X A
or guest speakers.
c. handouts, books, or readings. R
d. diagrams, charts, maps or graphs. X V
14. I have finished a a. using examples from what I have done. X K
competition or test and
I would like some b. using a written description of my results. R
c. from somebody who talks it through with me. X A
feedback. I would like d. using graphs showing what I achieved. V
to have feedback:
15. I want to find out a. to view a video of the property. X K
about a house or an
apartment. Before b. a discussion with the owner. X A
visiting it I would want: c. a printed description of the rooms and R
features.
d. a plan showing the rooms and a map of the X V
area.
16. I want to assemble a. diagrams showing each stage of the X V
a wooden table that assembly.
came in parts (kitset). I b. advice from someone who has done it before. X A
would learn best from: c. written instructions that came with the parts R
for the table.
d. watching a video of a person assembling a X K
similar table.

VARK Learning Style Anaysis

31%
37%
Visual
AUDITORY
READ/WRITE
6%
26% KINAESTHETIC
Task 3: Continuous Professional Development Plan

A.C. 3.1. Prepare a personal development plan that meets leadership development
skills identified in the skills audit
After carried out the Skills audit and identified the preferred learning style , developing
a continuous professional Development Plan (CPD) is extremely useful for setting a
SMART self-development plan.

The CPD process helps an employee’s own development on a continuous basis. One
of its key features is being self-driven acting as a career- development log and an
important aid tool to ongoing documented reflective learning both formal and informal.
It is also an important reminder of achievements and progress with a close focus on
gaps and goals.9

9.Allen, Melanie. Continuing Professional Development (CPD) – an overview- Life Coaching and Career Development.
Available from: http://www.melanieallen.co.uk/articles/cpd-an-overview/ [Accessed: 15th July,2020].
 CPD Plan
Name Amr Ismail Latest update Review date
Date plan created 25/07/2020 Time span of plan 6 Months Area of
August 2020 – practice
January 2021

Identified Preferred Learning Actions Required Time Frame Measures and

developmen Styles and Weight indicators
t area
• Kinesthetic (70%) • Create a time management plan 2 Months To have a clear
Manage own • Reading & Writing • Create Priority Matrix 1/8/2020 – 30/09/2020 activities schedule and
resources (10%) • Watch Online workshops about time plans for the next 1
(priorities, • Visual (20%) management and setting the month.
objectives,
priorities
time, getting Have a clear calendar
feedback) • Reading Time management for my projects and
personal development books. activities deadline
• Hire PMO to help me in managing
activities and reduce the Workload.

• Kinesthetic (50%) • Reading about Leadership and 2 Months Apply 180 Degrees
• Reading & Writing coaching techniques. 1/8/2020 – 30/09/2020 Evaluation from team
Provide (10%) • Start to apply Coaching and on coaching level
leadership • Visual (25%) leadership activities.
and
• Auditory (15%) • Watch online workshops.
coaching
• Speak to Mentors and Leader
Experts
 Identified Preferred Learning Actions Required Time Frame Measures and
developmen Styles and Weight indicators
t area
• Kinesthetic (70%) • Start to create Development 2 Month Apply 180 Degrees
Building • Reading & Writing programs and development plans for 1/10/2020 – 31/11/2020 Evaluation from team
Teams (20%) my team members on development level
& Provide • Made a research and read books on
learning • how to manage a good team.
opportunities
• Team Discussion and weekly team
meeting.

• Reading & Writing • Read delivery methodologies and 5 Months

Creating (40%) philosophies books 1/8/2020 – 31/12/2020 Online assessment
Delivery • Visual (25%) • Watch online books about best and Questionnaires.
standard • Auditory (20%) practice for different team and
Practice Feedback from top
projects sizes.
management.
• Create a brain storming session with
the team’s members and top
management.
• Develop Policy and Procedures for
Projects.
• Generate Standard project
Documentations library so Team
members can use it.
• Speak to Delivery Lead experts to
know what’s the PROS & CONS for
different practices

• Kinesthetic (70%) • Make time for Family and other work 3 Months Have a Personal Goals
activities. and priorities lists.
 Identified Preferred Learning Actions Required Time Frame Measures and
developmen Styles and Weight indicators
t area
Work-life • Reading & Writing • Set goals and priorities.
balance skills (10%) • Read books about time management
• Auditory (20%) and work-life balance.
• • Speak with the family and top
managers asking them for advise
Market and • Kinesthetic (20%) • Watch online videos about new 6 Months Attend 2 Webinars
Technology • Reading & Writing technologies and market trends. related to new
awareness (10%) • Participate in technology webinars. technologies and
• Visual (70%) • Reading theories and reports about market trends
new market trends.
AC. 3.2. Use suitable methods to assess the outcomes of the personal development plan against personal work objectives.

Plan Evaluation
Evaluation is an integral component of the CPD planning cycle. It ties the session to the original needs assessment and learning
outcome objectives. By determining what learning has occurred, the focus is learning-outcome-centered, not speaker-centered.
The speakers, CPD planners, and participants as adult learners share the responsibility to determine whether learning has
occurred and what impact this has had. Too often, evaluation is an afterthought that is done to satisfy accreditation requirements.
Evaluation of group CPD activities serves many purposes for participants, speakers, and CPD planners. These include:

▪ feedback about the value of the event, including what learning objectives were met, the effectiveness of the teaching
strategies, and the suitability of the learning environment
▪ assistance with CPD planning, including the identification of ongoing learning needs and additional learning strategies
▪ assessment of competency in knowledge, skills, and attitudes addressed in the CPD event
▪ documentation of the impact on the participants' clinical practice, and ultimately on patients' and outcomes.

Focus on Learning Outcomes

Evaluation of group learning activities has typically addressed participants' satisfaction with the teaching. By refocusing evaluation
on the learning that has occurred during the session, or as a result of the session, participants are encouraged to become active
learners, not just passive listeners; and speakers are encouraged to present the material in a way that ensures learning is
facilitated for each participant. Speakers are more than just good presenters, they are teachers.

LEVELS OF EVALUATION IN CONTINUING EDUCATION

▪ Level 1: Perception and satisfaction assessment

 ▪ Level 2: Competency assessment of knowledge, skills, and attitudes
▪ Level 3: Professional performance assessment
▪ Level 4: learning outcome assessment

Level 1: Perception and Satisfaction Assessment

This is the easiest and least expensive type of evaluation. Questions are typically asked in a written survey. Useful questions and
their rationale are outlined below.

▪ Did the content meet your perceived learning needs?

An effective needs assessment identifies both perceived and unperceived needs of the potential audience. Information from
this question provides feedback about the accuracy of the identification of perceived needs. If participants indicate that their
expectations were exceeded, this may suggest that unperceived needs were also met.
▪ Were the learning outcome objectives clearly stated?
Learning outcome objectives assist physicians in choosing group learning activities that meet their perceived educational
needs. Effective objectives describe what participants should be able to do at the end of the learning experience.
▪ Were the learning outcome objectives met?
It is useful to list each learning objective on the evaluation form and ask participants to rate how each one was met.
▪ Were the teaching methods effective?
Teaching methods can enhance or distract learning. Participants can be asked questions about the allocation of time during
the sessions, the teaching formats used, and the amount and level of information. The educational methods used should
complement the desired learning outcomes.

10.from:http://www.royalcollege.ca/portal/page/portal/rc/common/documents/cpd_accreditation/support/evaluation_cpd_group_activities_e.html ] [Accessed: 15th July ,2020]

A.C. 3.3. Evaluate the impact of own learning against the achievement of strategic goals:
CPD Evaluation
Development Area
Manage own resources (priorities,
objectives, time, getting feedback)
Provide leadership and coaching.
Building Teams & Provide learning
opportunities.
Creating Delivery standard Practice.
Work-life balance skills.
Market and Technology awareness.
Impact
▪ Acquire effective techniques on planning tasks, time, setting objectives, and
utilize the company team.
▪ Acquired effective leadership and coaching techniques helping me to
manage the team and maintain a positive attitude across the company
employees.
▪ Acquires skills and techniques on how to build and recruit a successful team.
▪ I came to know how to build a successful team structure and responsibilities.
▪ Acquire effective skills on how to create a development plan for company
employees, that help the company to build and sell new products.
▪ Acquired skills and techniques on how to create Standard Project Delivery
Practice across all the company projects.
▪ Create Quality control and quality assurance methodologies and activities.
▪ Acquired skills and techniques to improve my project management and
getting a high attitude in work and life.
▪ Acquire new skills and knowledge on new market trends to improve the
company pre-sales and sales strategies to match the new market trends and
attract new customers.
Bibliography
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[https://atos.net/en/lp/integrated-report-2019][Accessed on 1st of july, 2020]
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2020]
▪ 3 ATOS Future of WORK trends report[Online][Available from :
https://atos.net/wp-content/uploads/2017/09/atos-future-of-work-trends-
report.pdf ] [Accessed on 15th of july, 2020]
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