Then design and create training manuals, online learning modules and course materials. They also train employees using variety of instructional techniques. They monitor and evaluate programs to ensure they are current and effective. 2. Why is it desirable to maximise individual and team participation in learning events and how can this be done?
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.
Reid (1993) defined reflection as a process of reviewing an experience of practice in order to describe, analyse, evaluate and so inform learning about practice. Read (1993), adds that reflective practice is potentially both a way of learning and a mode of survival and development once formal education ceases. Page and Meerabeau, (2000) described two fundamental forms of reflection: reflection-in-action, and reflection- on- action. Understanding the differences between these forms of reflection is important. It will assist practitioners in discovering a range of techniques they can use to develop their personal and professional competences.
Unit 502: Promote Professional Development Haidee stone Effective support and supervision maximises learning on the job and supports the individual in a way which is appropriate to their stage of development. The wider process of reviewing overall performance and managing personal and professional are I find best considered as part of a systematic appraisal system. By having regular supervisions and appraisals at work, my manager helps to assist and guide me in identifying areas of my practice which may need enhancing and where gaps in my knowledge exist and would discuss my personal goals, career progression and my personal aspirations. First I will need to prioritise my goals, targets and objectives for my personal development. Once I‘ve identified these I look at the type of training opportunity which is appropriate and relevant to my role, and formulate a plan to how this will be achieved.
Knows and understands the range of sources of information and advice available to them on their employment rights and responsibilities. Details of Access to Work and Additional Learning Support must be included in the programme. 4. Understands the role played by their occupation within their organisation and industry. 5.
Assessment methodology Learners can enter the types of evidence they are presenting for assessment and the submission date against each assessment criterion. Alternatively, centre documentation should be used to record this information. STANDARDS 1 Understand the context of supporting skills for everyday life 1.1 Compare methods for developing and maintaining skills for everyday life 1.2 Analyse reasons why individuals may need support to maintain, regain or develop skills for everyday life 1.3 Explain how maintaining, regaining or developing skills
The NOS are also used as a guideline when considering the recruitment, devolvement and progression of staff. The NOS standards can be used by many different organisations including employers, awarding organisation and educational organisations. HLTAs can aim the use of NOS by practising: * By making partnerships with teachers * By supporting and assisting with the development of framework used by the establishment. * By supporting and assisting with policies that promote inclusion. * By supporting and assisting with policies
Explain expectations about own work role as expressed in relevant standards As a teaching assistant I can refer to various standards which explain the expectations in regard to my job role. First of all I could refer to my job contract and job description for clear guidelines about my role. My job description outlines 4 main areas as expected as my main duties. There is support for the pupils, which would include duties such as establishing and maintaining positive relationships with our pupils. I should provide specific support to the pupils while supporting learning activities.
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. It focuses on what people being coached want, what their goal is and how they can achieve it. The main objective is to develop the person being coached. This can be achieved through increasing self-confidence, indentifying suitable topics for coaching and developing planned tasks as part of job
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. Training is an activity that leads to skilled behavior. In other words training is about the acquisition of knowledge, skills and attitude (KSA) through professional development. (KSA) through professional development. Management Development can be defined as an aspect of organizational development that involves assessment of executive level employees and training them in leadership to equip them for higher positions This process generally includes development of cognitive ( thinking, idea generation and decision making), behavioral (choosing appropriate attitude and values) and environmental (suiting management style to the situation) skills.