Unit 502
Unit 502 Promote Professional Development (SHC52)
Learning Outcome 1; Understand Principles of Professional development
1.1 Explain the importance of continually improving knowledge and practice
To make improvements in our organisations we must work together to ensure the service we are providing is of a high standard and one that meets the service users’ needs. To improve the experience and outcomes for service users and the staff team we need to create a working environment within which staff is provided with opportunities to reflect on, learn and design improvements to the service we provide. This is where improving knowledge and practice becomes vital, without it the service and team cannot keep ahead of changes in legislation, practice or own development.
* It is recognised that those organisations that embed personal professional development into their culture are best able to respond to day-to-day challenges and pressures and are more resilient and able to transform in response to changing situations and requirements (Schon, 1973, p.28; Harrison, 2009).
So the importance of continually improving knowledge and practice will result in an * Improved working environment * Increased job satisfaction for yourself and other * Identify your own development needs as well as the needs of others * Build your individual competence and confidence * Develop understanding and influence the culture you work in.
Within professional development it is important that planned training is purposeful and meets the individual’s needs. This not being the case can lead to resistance and barriers.
Employee training and development are part of good management practices and good risk management strategies. The following issues and changes in an organisation many indicate the need for employee training and development: * Employee's request * Employee survey results * Evaluation deficiencies * Individual development
Learning Outcome 1; Understand Principles of Professional development
1.1 Explain the importance of continually improving knowledge and practice
To make improvements in our organisations we must work together to ensure the service we are providing is of a high standard and one that meets the service users’ needs. To improve the experience and outcomes for service users and the staff team we need to create a working environment within which staff is provided with opportunities to reflect on, learn and design improvements to the service we provide. This is where improving knowledge and practice becomes vital, without it the service and team cannot keep ahead of changes in legislation, practice or own development.
* It is recognised that those organisations that embed personal professional development into their culture are best able to respond to day-to-day challenges and pressures and are more resilient and able to transform in response to changing situations and requirements (Schon, 1973, p.28; Harrison, 2009).
So the importance of continually improving knowledge and practice will result in an * Improved working environment * Increased job satisfaction for yourself and other * Identify your own development needs as well as the needs of others * Build your individual competence and confidence * Develop understanding and influence the culture you work in.
Within professional development it is important that planned training is purposeful and meets the individual’s needs. This not being the case can lead to resistance and barriers.
Employee training and development are part of good management practices and good risk management strategies. The following issues and changes in an organisation many indicate the need for employee training and development: * Employee's request * Employee survey results * Evaluation deficiencies * Individual development
References: | | Bolton, G. (2010) Reflective Practice: Writing and Professional development (3e). London: Sage Publishing. Clutterbuck, D. and Megginson, D. (1999) Mentoring Executives and Directors. Oxford: Butterworth-Heinemann. Cooperrider, D., Whitney D. and Stavros, J. (2003) The Appreciative Inquiry Handbook. San Francisco: Berrett-Koehler. Harrison, R. (2009) Learning and Development (5e). London: Chartered Institute for Personnel and Development. Hillis, Laurie. The Ten Commandments of Managing. Retrieved from Leadership Compass: Issue 7 Noe, Raymond. 2002. Employee Training and Development 2nd Edition. New York, New York: McGraw-Hill Irwin. Whitmore,J.(2009) Coaching for Performance. GROWing people, performance and purpose (4e).London:Nicholas Brealey. Zummach, Nicole. 2002. "Strengthening Non-profits From Within" Retrieved from CharityVillage.com