People receiving care services must be confident that they can trust those who deliver care not only know what to do, but also to know how to do it well. It should be a sustained activity which, when embedded into the culture of an organisation, will increase staff morale as well as enhance the quality of their performance, which will result in positive outcomes for organisation and individuals. Analyse potential barriers to professional development. When planning professional development it is important for a manager to engage the expected participants in the process as a partners. If the participants are receptive to the development opportunity they will be more likely to find solutions to
Learning new skills and refreshing training enables me to progress, and achieve within my career and working practices. Continually improving knowledge and practice can be named as professional development which is an essential component of organisational success. Professional development enables an organisation to keep up to date and to change proactively so that their service is relevant and appropriate. Planned development is listened to achieve specific outcomes that may be either focused on the needs of an individual and may contribute to the learning needs of an organisation. This implies that it is an on-going activity and needs to be thought about as something that is incremental with different elements contributing to a large whole.
Education, training, and incentives provide a basis for developing an environment to promote teams and teamwork (Taplin, Foster, & Shortell 2013). Education and training programs that emphasize collaborative care and team building are essential. Also, organizational leaders need to highly value this training and the concept of interprofessional collaborations. This can partly be accomplished during the hiring process by stressing team and teamwork values to prospective hires (Taplin, Foster, & Shortell 2013). Continuing training and coaching as collaborations work can provide encouragement during the process.
Unit 401 - Understanding the principles and practices of internally assuring the quality of assessment Giving credibility to educational institutions programs relies on it having high profile internal quality procedures. By presenting embedded internal quality systems the institution can give confidence to its many partners, leaners, awarding bodies, the community it serves, funding agencies, employers, regulators and inspectorates. This profile demonstrates the institutions commitment to the quality of maintaining and continually improving standards. It provides for an internal standard benchmark for its own staff to share, agree and improve. Through this process it should provide automatic evidence for the rigor of external evaluation of the partners outlined above.
3). Human resources’ goal and strategy is to provide the employee impartial treatment, evaluations that prove fairness with consistency in support of creative talent through continued training and development. Support demonstrated to employees encourages good “attitudes towards authority, norms of interpersonal interaction, labour–management relationships, social norms of individual or group behaviour, and [respected] professional standards” according to Harzing & Ruysseveldt (2010, p. 22). This becomes central to the success of an organization and the creation of stakeholders believing and entrusting the value of the organization. The alignment of human resources’ strategy with the organizations, balances the strength of LG among its global
I link my supervisee’s capabilities and attitudes with development and enhancement of knowledge, it creates a positive environment to work in, continues to develop their skills and delivery, to improve the overall quality of care of the young people through their personal development and that we strive to develop their overall performance whether it be confidence, communication skills, team working, supporting written work. Sunderland City Council believes that to maximise the contribution that staff make to the service, there must be a structure of regular supervision and appraisal. The purpose of supervision and appraisal is to monitor work done, maintain oversight of individual performance, and to identify appropriate training and support to further staff development and enhance their capabilities. Within my working environment we have regular one to one supervisions between the supervisee and their line manager. The supervision is always on an agreed date which has been arranged from the previous supervision, at a time when the supervision is unlikely to be uninterrupted, however that is not always the case within a children’s home.
* Effective Decision Making is vital to a team’s progress. Team members should be aware of various methods of decision making and when and how to use these methods. This will enable them to collect the information needed and understand and problems to enable them to make the right decision. * Balanced Participation to make sure that all members of the team are fully involved and actively contributing to discussions and meetings. By listening to everyone’s opinions they will feel a valued member of the team which will improve their wellbeing and job satisfaction.
Assignment One – Understand how to establish an effective team 1.0 Understand how to develop and maintain effective working relationships 1.1 Explain the benefits of effective working relationships in developing and maintaining the team The benefits of effective working relationships are numerous with regards to building trust, recognition, motivation, inclusion, optimising performance etc. By structuring and creating an effective working relationship you ensure that everyone works towards the common goal with maximum input and output whilst feeling ‘appreciated’ and that their needs are being met. Two of the main benefits are: Performance – working relationships that nurture skills and make each individual feel that they are actively contributing to the team’s performance, ultimate goals and objectives. The more valued a team member feels, the more enhanced their performance will be. From an Emotional Intelligence perspective and from the viewpoint of my team, this came in the form of ‘Developing others’ – identifying and acknowledging my team’s individual and collective strengths and weaknesses.
Unit 44 – Vocational Experience P5 - Explain how continuing development of staff influences practice in settings Staff development aims to promote and support individual and organisational capacity. It is the process of improving and increasing capabilities of staff through educational and training opportunities in the workplace, outside the organisation and by watching others perform the job. It allows the organisation to have a higher quality of staff. Staff development doesn’t just rely on the courses and workshops an individual might take but also includes mentoring, formal qualifications i.e. degrees, coaching and self-directed study.
Answer Reflective practice is important as it enables you to achieve a better understanding of yourself, your skills, competencies, knowledge and professional practice. Identifying what you have learnt requires you to think about your experiences, and consider the outcomes, in order to evaluate the experience, and identify your thoughts, feelings and understanding of the relevant issues. 3. How reflective practice contributes to improving the quality of service provision. Answer Reflective practice is important for everyone.