BSBLED501A: DEVELOP A WORKPLACE LEARNING ENVIRONMENT Project 1: 1. Identify the learning need of: A. The organization –The organization able to identify any formal and informal learning opportunities that may exist for the staff. B. The team as a whole – the team member should be backup each other, work out to arrange time to attend the training & complete the daily job duty.
Also having a clear understanding of customer expectations and values is essential, as they are important to meet the demands and thus assists the organisation in achieving their personal goals. As well as customer demands and product development, observing and learning within the industry assists in determining direction and avoiding any mistakes. Simple standards that would be expected by me on the ways in which I organise my time and management of all tasks would be my position as to who I report to, what my daily today tasks are and what it reports are expected from me throughout the day. Knowledge would be an impact on me when it comes to managing time. This is because it prioritises me to set my tasks from important to less important.
The work environment that an employee is surrounded by also plays a significant role. When managers or instructors are giving training it is important to conduct training is such a way that everyone will be interested and motivated to learn. A manager or instructor must know and understand the employee’s abilities and what motivates them. It is important to instill theories of transfer and self-management strategies that way the employee will know how transfer training with minimal supervision. “If trainees lack the basic skills needed to master learned capabilities (e.g., cognitive ability, reading skills), are not motivated to learn, and do not believe that they can master the learned capabilities (low self-efficacy), it is doubtful that learning and transfer of training will occur” (Noe,
As a supervisor, you need to be able to listen not just to the content of what is being said, but also to the way it is being said and the feelings behind that. As a professional supervisor, you can be an important role model of good practice in communication, enabling the member of staff to express their thoughts and to feel that they too are being listened to and understood. The aim of professional supervision is to help the member of staff learn about and develop their own practice in the workplace. As they do this, they will become better able to understand and reflect on their work, analyse their actions and the effects of these, recognise some of the dynamics of relationships and situations, and transfer their learning to new situations and professional contexts. Your job as a supervisor involves helping the student/trainees to think about how they learn and providing opportunities in supervision that will help them extend their learning.
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.
The general purpose of training analysis in the field of human resource education and training is to identify needs and describe the gap between current and optimal individual or organizational performance. You also consider how to use a needs assessment to identify areas of learning opportunities, and then select the appropriate training methods to optimize training effectiveness. You also need to explore strategies for evaluating employee training and development activities to ensure they are achieving the intended purpose. Training Program content and objectives The following training items will be covered in the training program for
Best practices for supervisors. Axia College of University of Phoenix Judith Hein For a supervisor to be able to effectively manage those employees under them, that supervisor needs to know some of the best practices in the areas of communication. Orientation and training, improving productivity, performance appraisals, resolving conflicts and improving relations among employees are examples of said practices. These practices will help to minimize problems within the company in each of these areas. A supervisor needs to be able to keep these practices in mind when working daily with their employees because these are common problem areas that can be displayed on a day by day basis.
1.3 Compare the use of different sources and systems of support for professional development There are several sources and systems of support for development available to people working within a care setting these include: • Inductions- Inductions will provide you with the skills and basic knowledge that you need to do in your job role. It will also help you to get used to the working role. Without having an induction to the job you wouldn’t know what to do when it comes to starting your job and what the job role would entitle. • Appraisals- Appraisals will help you for see the things that you may need to work on within in your job role and what you may need to improve. They can help you set up a target to achieve something for your next
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