How and where can you access information, resources and support for your learning and development? 501.1 ac 3 What are the organisational policies and procedures for different sources and systems of support for professional development • Formal support • Informal support • Supervision • Appraisal • Mentoring • Within the organisation • Beyond the organisation Compare the benefit of using a range of sources. 502.1 ac 4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date 502.4 ac 1 Compare models of reflective practice Kolbs learning cycle and reflective template Concrete experience * What happened * How did you feel * How did you react Reflective observation * What went well * What did not go well * Did anything unexpected occur * How do you feel now Abstract (understanding) * How does theory inform you * How does research inform you * Conclusions Active experimentation * What other options did you have * What night
The HRPM integrates what HR professionals required levels of competencies are, and the associated behaviour’s needed to carry these activities effectively and successfully (Leatherbarrow et al,2010). Source: http://www.hrzone.com/topic/cpd/there-such-thing-typical-hr-career-path/119550 Professional areas The HRPM consists of ten professional areas, organisation and design, organisation development, resourcing and talent planning, learning and development, performance and reward, employee engagement, employee relations, service delivery and information, and two core professional areas which are at the centre of the map, which are leading HR and insights, strategy and solution. Bands of professional competence There are four band levels that outline the competencies and the contributions that are required by the HR professional. This allows the HR professional to identify the
Unit Title: Sector unit number Level: Credit value: Guided learning hours: Unit Reference Number: Promote professional development SHC 52 4 4 33 L/602/2578 Unit purpose and aim The purpose of this unit is to assess the learner’s knowledge, understanding and skills required to promote the professional duty to maintain the currency of knowledge and skills and the need to continually reflect on and improve practice. Learning Outcomes The Learner will: 1 Understand principles of professional development Assessment Criteria The Learner can: 1.1 Explain the importance of continually improving knowledge and practice 1.2 Analyse potential barriers to professional development 1.3 Compare the use of different sources and systems of support for professional development 1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date 2.1 Evaluate own knowledge and performance against standards and benchmarks 2.2 Prioritise development goals and targets to meet expected standards Sources and systems of support may include: • Formal support • Informal support • Supervision • Appraisal • Mentoring • Within the organisation • Beyond the organisation Exemplification 2 Be able to prioritise goals and targets for own professional development Standards and benchmarks may include: • Codes of practice • Regulations • Minimum/essential standards • National occupational standards © OCR 2010 1 Learning Outcomes 3 Be able to prepare a professional development plan Assessment Criteria 3.1 Select learning opportunities to meet development objectives and reflect personal learning style 3.2 Produce a plan for own professional development, using an appropriate source of support 3.3 Establish a process to evaluate the effectiveness of the plan 4.1 Compare models of reflective practice 4.2 Explain the importance of
NIST administers the Baldridge Program which cultivates a model of public-private partnership that focuses on helping businesses to improve their quality management deliveries (NIST, 2013). The program help businesses achieve highest level of performance, it recognize businesses that are proven to be the role-model in their industry, it also provides a forum for businesses to share their strategies
D1- Evaluate the usefulness of the documents in the interview pack for a given organisation, in facilitating the interview process Curriculum Vitae I think that the CV is very useful in the interview pack as it can help a business to have an overview of a candidate. As the CV containing short summary about yourself and your work experience I think this helps an organisation to see how your work ethic is like, which helps them when comparing to other candidates in the selection process. From my own experience at BP interview it helped them see what type of person I am and the qualification I have. The CV also let myself know that the information written about me wasn’t that appealing in the CV, so it needs to improve as I came across better in person. However as a
Unit H6015474: Introduction to Duty of Care in Health, Social Care or Children’s and Young People’s Settings. Credit Value: 1 this unit must be assessed in accordance with Skills for Care and Development's QCF Assessment Principles. Learning Outcome 1: Understand the implications of duty of care Assessment Criteria 1.1. Define the term ‘duty of care’ 1.2. Describe how the duty of care affects own work role Learning Outcome 2: Understand support available for addressing dilemmas that may arise about duty of care Assessment Criteria 2.1.
the code of practise explain the way that we should be working, you can use them to think about the way you work and compare them to your own work and decide if you need to make any improvements. They enable us to gain professional development and provide a way to identify good practise. 1.4 Describe how own values, belief systems and experiences may affect working practice Values, belief systems and experiences may affect my working practise because if I treat people differently or force my views and opinions on to people it can cause conflict. By listening and understanding other people’s
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
MTL Module 2 - Reflecting on Professional Practice 2 Context: Primary, Church of England. Year 6. Mixed ability (L2-5) and mixed socio-economic background). This essay will examine the notion of reflective practice in association within the constraints of a professional teaching capacity. It will attempt to define what being a reflective teacher means, whether it is a worthwhile exercise to pursue and in practical terms, how it can be achieved.
Personal SWOT Analysis A SWOT analysis is an exceptionally handy and basic methodology that provides a framework for assessing business ventures; prioritize organization’s goals and opportunities. The SWOT analysis can likewise be utilized at a personal level as well as to evaluate a potential business opportunity for oneself, self awareness or career evaluation and sometimes even to analyze weight loss program (Up Ahead Coaching 2013). By applying this SWOT analysis tool and methodology, I am able to analyze and probe my psyche deeper. So instead of the strengths, weaknesses, opportunities and threats of an organization, these are my personal strengths and weaknesses, opportunities and threats. 1 Internal 1 Strengths • Balanced work-life perspective I personally feel that having a social life outside work and school is extraordinarily imperative.