Compare the use of different sources and systems of support for professional development There are many different systems and support formats for professional development. The induction process is the beginning of the employee’s training and will introduce them to the company’s structure, policies and procedures. During the induction process areas of concern will be highlighted and gaps in knowledge will become clear. Once the induction period is over there will be multiple sit down sessions with supervisors and training managers to follow up on how the individual is progressing, this will also aid in recognizing what support or additional training is required for the staff member to reach the company’s approved level. Once an individual is settled into their role the supervision and appraisal process will be organized and implemented to allow management and staff to meet on a regular basis to continually analyze what progress has been made and what future goals need to be set.
An organizational buy-in will be required to encourage managers to participate in these training events, and the company’s CEO requests that feedback be provided on the effectiveness of these sessions. This document will discuss the requirements, objectives, details, and measurable organizational value (MOV) of the compliance system rollout project. Project Scope The rollout process of the new compliance system involves the introduction of its operations, features, usability, and procedures not known to managers of the organization. The compliance system manages the entire customer compliance process within Soulmax Solutions. The introduction of a compliance system to existing company management personnel requires extensive training processes to describe its features, abilities, and usage intricacies (Stackpole, 2008).
Management – they can offer assistance in training you can be put on to help develop your skills and offer support from the company to help your career progression. 2. Team leader/ supervisors – They observe you work and see you in your work hours they can offer you tips and advice on how to enhance your skills. 3. You – The most important person in providing information and feedback for a personal development plan would be the person who is creating the plan because you have a clear understanding of what you want to do and achieve.
Appendix 2 Edexcel Level 2 BTEC Qualification in WorkSkills Unit 26 2.2; 3.1; 3.2 Work Placement Expectations ! LO 2 Know the information needed before starting work placement 3 Know what the company or organisation expects of the learner during the work placement. Assessment criteria 2.2 Describe the tasks they would need to perform as part of the work placement 3.1 Describe why workplace values are important for success at the work placement 3.2 Describe personal presentation requirements appropriate to the work placement ! Describe what are the tasks you need to perform as part of your work placement? !
Ashford University Employee Training – BUS 375 Dr. Barbara-Leigh Tonelli August 26, 2014 Aspects of the Transfer of Training: What is Good and What is Bad Introduction Organizations expect their employees to be willing to learn the things necessary to add more or better quality to their own individual work output for the greater good of the company. “Transfer of training refers to trainees’ effectively and continually applying what they learned in training (knowledge, skills, behaviors, cognitive strategies) to their jobs” (Noe, 2010). In this paper I will present the aspects of transfer of training and describe how important it is to productively train employees and make sure they apply their knowledge to the job. As Noe (2010)
(5) Evaluate the training program: will be designed in the form of a questionnaire that will consist of a list of question. Example questions may include how the student felt about the training. Do they think they learn something from the training, how the practice can be improved and upon based on their experience in the classroom, what area each employee thought they master during the training (Dalto, 2014)? In addition to online surveys, paper-based anonymous surveys, feedback from employees, and testing scores. Another way the program will be evaluated on the percentage of documentation errors made after the first six months, again
Outcome 2 Reflecting on work activities is important because you can develop your knowledge of the sector that you work in and build skills of the job by doing training for that job and you can put that into practice by on the job work or working with other workers in that job field to learn from them and to pick up the skills that they have learnt by doing training Outcome 3 The sources of support for my own learning and development is that I get training from my employer and that I can develop my learning through support from other workers and go on other training courses that my employer would put me on and that I can go to my employer to ask them to go on certain courses that I would feel would benefit my working role The process of agreeing to a personal development plan and who should be involved in it is that you should put down the goals and training that you want to do and other personal development training that you want to do as well and the people that are involved in agreeing to a personal development plan is your manager and other senior members of staff Implement person centred approaches in health and social care Outcome
This can then be signed off for the beginning of the work period. At this point I I would also do the attendance register. It is vital that I keep a progress sheet for each of my trainees, on this progress sheet I will assess their Numeracy, Literacy, Personal and Social skills, and Employability Skills. As my role as a trainer is to help prepare the trainees towards employment these records will also help as to what type of job each trainee would be suited
I have attended supervision training which enabled me as a supervisor to improve my Line Management skills. I’m responsible for my supervisee to achieve and develop their knowledge and practise by enabling them to attend training. This will improve the service that my supervisee’s provide. 1.2 Analyse potential barriers to professional development Potential Barriers for professional development that I will come across are that Training may not being available through the available internal training body. This will be due to work pressures and deadlines and availability on courses and how many times a year the courses are on.
Riordan Manufacturing Motivation Plan Jefferson Leveille MGT 311 September 9, 2013 Yvette Mack Riordan Manufacturing Motivation Plan Over the years it has been the goal of Riordan to develop new theories on motivating our employees. What we look for are theories that will influence our workplace configuration.. The goal is to find out from our employees how do they feel about outlook in the future and where they feel their skills are better suited in assisting the companies future success. We also take the individual employees personal into account when developing these theories. We have learned in the past that when you increase responsibilities by challenging people with new projects will improve their engagement in the workplace.