Approaches to Self-Managed Learning

This report first notes how self-managed learning can enhance lifelong development by evaluating approaches to self-managed learning, ways in which lifelong learning in personal and professional contexts can be encouraged, and the benefits of self-managed learning to the individual and organisation. Thereafter, the report comments upon my own current skills and competencies. These are evaluated against professional standards and those of organisation objectives. In the third part of the report, I identify my own development needs and what additional activities need to be undertaken for me to meet them. Finally, a personal development plan outlining current and future needs is given.

Self-managed learning is, as Graves (2012) notes, a process by which individual people find different ways of learning things, whether it be within the organisation they are working for, or with reference to longer-term individual career developments goals. Thus, as Pedlar, Burgoyne and Boydell (2013) suggest, self-managed learning is also about the setting of goals through evaluating the purpose for learning and planning ways by which to achieve such goals. People learn new things using a plethora of different techniques which can be shaped, for example, by culture, behaviour, personality, and perceptions. Indeed, commenting further, Bjork, Dunlosky and Kornell (2013) assert that individuals can learn things not only in a formal educational class but also through friends, and newspapers. Thus, as Ho (2011) posits, self-managed learning gives people a chance to come up with their own strategy in learning. The following section outlines a series of different approaches to self-managed learning.

Approaches to self-managed learning
Individuals can learn through the research they are undertaking as part of their work or as part of an assignment that they have been issued by either the university or college they are studying at. In addition, people can learn different...