1.1- Continually improving knowledge and practice is imperative in order to ensure high standards are kept as circumstances, expectations and environments change. Continually improving and adapting practices benefits both residents and carers ensuring that each individuals needs are catered for. 1.2- The potential barriers to professional development are unwillingness to learn new skills for fear of failure or fear of technology. Loosely defined goals are also a potential barrier along with lack of resources. 1.3- Inductions provide you with the basic knowledge and skills you would need to start working in a new job role.
The benefits of a job description are: If the job description is well-written and accurate it helps the company to attract individuals with the right qualifications which will make the selection and recruitment process faster. If the job description includes a good explanation of the job role it will prepare a potential employee what will be expected from him or her. As it will list the minimum requirements only people with the right qualifications and experience will apply and this will save the company time. The limitations are: - Due to a job description an employee may be not as flexible and might refuse to do other tasks that were not listened in the job description. A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason.
Once the barriers have been identified I should look to overcome these. Barriers can be overcome and this can improve my skills and knowledge. These are the barriers that I am likely to face: • Not enough funding to access training • Training courses being cancelled • Not enough time • Language barriers • Some learners think they know it all so don’t understand why they have to do refresher training • Social and personal barriers, where some people cannot attend due to not having child care or appointments may clash with training • Health issues. There are times we have to change dates for learners due to having previous appointments or they have unexpected personal problems so we rebook for them to attend on the next available training course. These
Supporting people to be as independent as possible. Treating people with dignity and respect. Recognising that working with people is a partnership rather than a relationship controlled by professionals. By placing all these together the care plan is tailor-made to that particular person. 1.2 Explain why it is important to work in a way that embeds person centred values The values that underpin our work have an impact on our day to day work.
This is different from a job description because a job description describes the job whilst a person specification describes the person needed to do the job. A person specification also helps to during the selection process because it helps pick out the suitable person. A person specification is found on an application form to inform the applicant whether they are the right person for this job. This document can also be used to during appointing staff because the owner can use this as a checklist to see whether the person they are choosing is right for the job. It is important that the skills and experience is included in the person specification and is relevant to the job role because there is a risk that someone may be recruited on a wrong basis.
This excellent service can be done by those that care about our world and the people that inhabit it. Service can be serving others in some helpful way. The main idea of service is that the individual isn’t the most important and other people could use help and good advice. Being a good leader means that the leader knows how to serve the people he is working for. Leadership is another trait that can’t be easily developed, but only with thorough diligence and dedication.
Ref no | SHC52 | Multi Assessment Record Learner Name: Diane Richardson Assessor Name: Susan Gray Observation | | Questions | | Learner Statement | | Witness Statement | | Professional Discussion | | Discussion | | Product Evidence | | Project/Assignment | | APE | | Evidence | Diploma | BTEC | 1.1It is important to continually improve knowledge and practice due to changes in policies and procedures and government changes and recommendations from serious case reviews. As a manager not keeping up to date and continually improving your knowledge and practice could have serious consequences for example Ofsted rating affected at the very least, loss of job or prosecution at the worst. It could also affect the team by not working to their full potential due to lack of knowledge, and being disempowered this would have the knock on effect to the service as the quality and standard provided would be low and the young people are therefore not getting the quality of care they are entitled too.1.2Barriers to professional learning could be lack of time; this could be due to staffing levels, appointments that have been made and workload. Stressful working situations, could be the young people are a very challenging group and their behaviour within the home could be out of control, or due to workload/homelife may be burnt out and have no more to give. Also having some form of learning disability such as dyslexia may prevent the person from fully understanding and if they don’t ask for help this could be missed and overlooked.
An athletes mind must be in tuned with the body in order to carry out the amazing feats that professional athletes do. Without proper mental self-control, an athlete may collapse under the pressure of aspects such as the temptation of steroids, pre game anxiety, intense training schedules, and slumps. Pro athletes use a combination of vigorous mental and physical exercises and techniques to preform at their peak ability. It is critical that an athlete train his mind for performance as he does his body. “Sports psychology can help athletes looking to improve their focus and confidence” (Smith and Kays).
* Formulate selection criteria which are consistent with the job specifications: (i.e., only includes skills, experiences, etc. that are required on a regular basis to carry out the duties of the position). * Distinguish between essential criteria (those that the person must satisfy to be able to do the job) and desirable criteria (those that will help to do the job). * Assess whether formal qualifications (academic, trade, etc.) are essential to the performance of the job.
The appropriate form depends on the kind of task or environment one is dealing with. Effective leader know that there is no one best way to manage people. Instead, they adapt their style according to the development level of the people they are managing. For example; manager looking to improve their ability to lead people to higher levels of performance need to adapt their style to match the development level of the people they are managing. It is a proven approach that will help managers lead people to their best performance every time.