1.1 Explain what reflective practice is Reflective practice is a process to help evaluate your work. It provides opportunities to learn from your experience and develop your working practice. It is both a tool to help you analyze specific interactions or incidents that have occurred at work, as well as a method of working in the moment that is mindful and self-aware. 1.2 Explain the importance of reflective practice in continuously improving the quality of service provided Reflecting on your practice is important as it can help you to focus on what you have done well and identify areas you may need to improve I.e. It may make you consider new approaches or make you consider learning more or beginning new courses in relevant subjects.
Education in both vocational and academic forms teaches another important skill: collaboration. In the working world it is often necessary to work in teams or to communicate with clients and this means that collaboration and “people-skills” are necessary. Those who believe education to be less important believe that not
ASSESSMENT TWO – SHORT ANSWER QUESTIONS YOU ARE TO ANSWER THE FOLLOWING QUESTIONS AS ASSESSMENT TWO FOR THIS UNIT. Create learning opportunities 1. How can learning and development specialists help workplace supervisors design and develop effective learning programs? Learning and development specialist can help supervisors administer, create and deliver training programs. They assess the needs of the employees.
It firstly identifies the skills matrices for the organisation and then delves into what the current competencies are of each individual against this predefined set of skills required to fulfill a specific role. The outcome of the skills audit process is a skills gap analysis. This information will enable the organisation to improve by providing the appropriate training and development to individuals to cater for the identified skill gaps. The skills audit process will also provide information which can be used for purposes such as internal employee selection and to ensure that the correct person is deployed in each position. 2.
Reflective practice is important to the development of lecturers as professionals as it enables us to learn from our experiences of teaching and make easier student learning. Developing reflective practise means developing ways of reviewing our own teaching so that it becomes a routine and a process by which we might continuously develop. Kolb’s Learning Style Model. http://en.wikipedia.org/wiki/Learning_styles Kolb developed a theory of experiential learning that can give us a useful model by which to develop our practise. This
What would you do to achieve this? Explain how you think coaching or mentoring can contribute to encouraging employees to participate in continuous improvement processes. Coaching and mentoring are centred on unlocking a person ´s potential to maximise his or her own performance. A focus on improving performance and the development of skills is the key to an effective coaching relationship. To achieve this, Coaching and mentoring should be applied to the area you want to develop, such as motivating staff, delegating, problem solving, relationship issues, team building, and staff development.
Finally, business skills involve the cognitive side of a manager. The training in these skills is important because they relate to a manager’s competency, which is described as “a performance capability that distinguishes effective from ineffective managers” (p.78). Therefore, training managers improving these skills is a crucial issue. Secondly, there are two perspectives that can be distinguished in a person’s performance. The inner perspective is all about a person’s self-view – a person’s goals and his or her self-evaluation of skills.
3. Define Training and Management development. What is the difference between the two? What are the benefits of training to the employee(s) and the organization? Explain Ans: Training can be defined as a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitude and behaviors to enhance the performance of employees.
As a result, they learn important skills that can help them in real life situations. • It provide opportunities for critical observation of peers. It must be spontaneous and unplanned. If the learner is prepared to take part without bias ad wholeheartedly it can lead the learner to new, surprising insights. BENEFITS FOR THE TEACHER • It helps in changing relations between class members to generate more
Another advantage of using simulations as a learning tool is that they can make the subject more interesting and provide an incentive for users to learn the materials at hand (Faria and Wellington, 2004). Moreover, using simulations can help identify the way users address a certain problem and the way they go about solving or handling an issue (Gredler, 2004). Again, this was the case I faced when I was doing the Managers Workshop. I was able to identify the main problems I faced when I was trying to manage the performance of my employees. Finally, users of simulations usually report that they feel they are in control and report higher confidence about their work (Christopher, 1999).