...Professional Development (CPD) is the term used frequently in professional bodies besides of public and private institutions, It simply shows that the staff and professionals of organizations should continue learning and training to enhance their level of professional skills and their capacity which should ensure they remain efficient,...
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...Expectations change over time and, if we do not adapt to the new circumstances, then we will be steadily more out of tune with what is required of us. It is therefore important that we enter into a process of what is known as 'continuous professional development' (or CPD for short). CPD does not simply mean constantly going on training courses; it is much broader than this. It involves being clear about what is required of us in our job to ensure high-quality practice. It also involves making sure that we have, as far as possible, the knowledge and skills required to carry out our duties appropriately and filling any gaps in our knowledge base and skills repertoire as these become identified. In addition to the knowledge and skills, there is also the question of values. We need to make sure that our work is consistent with the value base on which it is premised. For example, people working in a commercial setting will need to be in tune with the value of customer care and I would argue that anyone working with people should be in tune with the values of respect and dignity. CPD is a useful antidote to becoming stuck in a rut of uncritical routines. It is based on what is often referred to as 'reflective practice'. This refers to forms of practice which...
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...Also, the 6 Cs are a set of values essential to all healthcare and social care practice in the UK. This includes: i. Care: Ensuring that the care provided is person-centred. For example, taking the time to understand service users’ preferences and respecting their choices. ii. The. Compassion: Demonstrating empathy and understanding towards the people in your care. This could be offering a listening ear to someone, showing that their feelings are valid and important. iii. The adage of a dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dreadful dread Competence: Having a high level of professional knowledge and skill with its application by updating with the latest care techniques and guidelines through regular training. iv. Communication: Ensuring clear, effective, and sensitive communication (verbal and non-verbal) with service users, their families, and other healthcare professionals. v. Courage: Standing up for service users’ rights and well-being, such as promoting their needs with other healthcare professionals or addressing any unethical practices observed in the workplace. vi. Commitment: Dedication to providing high-quality care and continuously looking for ways to improve personal and team...
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...|Unit title |Developing professional practice | |Level |5[1] | |Credit value |4 | |Unit code |5DPP | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for...
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...Continuing Professional Development Continuing professional development or CPD is a process which helps staff manage their own development on an on-going basis. The function of CPD is to help staff record, review and reflect on what they learn throughout their career. It is a commitment by staff to continually update their skills and knowledge in order to remain professionally competent and achieve their true potential. CPD is important for a number of reasons: * To learn new skills such as teamwork and communication * Improve on existing skills such as first aid (Refresh) * Learn about new legislation and policies * To keep up to date with any current issues in practice e.g. Changes to the Early Years Foundation Stage * To give staff a chance to make queries and suggestions which may improve on practice and the setting * It encourages the staff to reflect on their practice When working with children, learning new skills is always beneficial. Practitioners must always be evolving in their career to benefit the children, modifying the way they work. CPD is important to also improve the practitioner’s skills so they can support children's development in best way they possibly can and to give the staff a sense of achievement as well. CPD can also give staff that work in early years settings a chance to catch up with new concepts of development for children and will furthermore give them a chance to assess the children to then give supportive feedback...
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...Review your role, responsibilities and boundaries as a teacher in terms of the teaching and training cycle. & Summarise the key aspects of current legislative requirements and codes of practice relevant to your subject and type of organization within which you work. “The mediocre teacher tells. The good teacher explains. The superior teacher demonstrates. The great teacher inspires.” William A. Ward (www.adprima.com), 2011 Teaching is both an art and science. Science because it is a systematic knowledge gained through observation and experimentation (exploration) and art because it is the craft which uses specific principles and methods (creative).A proficient teacher has to make sure that both aspects are applied while blending in to the environment. Teaching as a profession has changed over a period of time and so has the role of a teacher. The conventional role of a teacher was to just impart information to students and students were expected to learn and understand it. Now, with extensive research done on how student learn, a new insight has developed and hence the role of teacher has changed. Innumerable learning theories, e.g. Sensory, Kolb’s experiential theory, Skinner’s behaviorist’s theory and the learning domains (Cognitive, Psychomotor, Affective) Gravells (2008),(Behavioral, Cognitive and Humanistic) Roger (1996) have been identified and related to diverse strategies to cope with individual learning styles. On the other hand, Reece and Walker (2006)...
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...The post holder will take a community role, in the dietetic and nutrition service of Community & Home Enteral Tube Feeding and oral nutritional support (NHS job, 2015). The post holder will provide care to patients at home, care homes and clinics, within the Salford community. This position entails excellent written and communication skills. To meet these specifications I will constantly engage with other team members, exchanging information and interest; I will maintain constant reflection of practice (HCPC, 2013) and an up to date CPD, which will enhance my writing. This position requires the job holder to exhibit leadership and provide training to health & non health carers, to enhance dietetic resources usage. Training individuals can be a challenging role and requires organization, leadership, and working under pressure. Adequate time management, planning and preparation of training sessions ahead of time, will allow me to carry this duty out. Skills of practice, confidence, and thinking analytically will help me to demonstrate good leadership. I will break down the sessions into manageable steps and keep up to date with the key concepts of the knowledge base relevant...
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...LEARNING BARRIERS |Barriers to Learning | | | |Overfilled class-sizes, economic disadvantages and "learning disorders" are common. Yet underlying all of this, there are three | |primary barriers that keep one from successfully studying a subject. Despite all that has been written on the subject of study, | |these three barriers were never isolated as having such importance in effective education. | |This is not attention deficit disorder, emotional problems, or stupidity at work. This is the emotional or physical reaction a | |student of any age will experience when encountering one of these barriers to learning. | |Students fail to learn because no one has ever taught them how to learn — how to identify the barriers to learning and how to | |overcome them. | | | |First Barrier to Study ...
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...ASSESSMENT ON CREATING A DYNAMIC CAREER DEVELOPMENT PLAN OF LEADERSHIP SKILLS Course: Developing personal and professional leadership practice Lecturer: Jill Machon /Jill Fortune Submission Date: 28TH March 2015 Nominal Word Count: 1000 Question: You should seek to show your progress during your studies, taking a critical approach and ensuring all your learning experiences inform your views. You should adapt and amend your plan as new information becomes available, ensuring that you can justify any changes made - keeping a reflective diary may be a way of achieving this. Steps * Introduction (100 words) * Section 1: * Section 2: * Section 3: * Section 4: * Section 5: * Conclusion (100 words) Assessment criteria Using knowledge of theories and concepts from the course reflect upon application and progression of learning and how this will affect/impact on your future management and leadership practice Excellent knowledge of theories and concepts from the course to reflect upon application and progression of learning and how this will affect/impact on your future management and leadership practice. Excellent ability to demonstrate an understanding of the impact of management and leadership practice in the wider organisational community. INTRODUCTION Continuing professional development (CPD) is recognised as a commitment by professionals to continually maintain and enhance their skills and knowledge with a view to support their...
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...LECTURER JOB DESCRIPTION AND PERSON SPECIFICATION Job Details Post: Lecturer in Health and Social Care Grade: Pay Scale Range Points: 20 to 35 Responsible to: Head of Department Key Purpose: To plan, deliver and evaluate creative and innovative teaching and learning to learners from levels 1-3. To act as course/subject leader as deemed necessary. To adhere to and administrate Health and Safety policies and procedures. To assist in the coordination of recruitment, enrolment and induction of students. To contribute towards the planning and effective running of the curriculum and department. Specific Responsibilities 1. To deliver high standards of teaching and learning and to monitor assessment processes in accordance with examination requirements. To be responsible for creating and maintaining a safe working environment. • The delivery of Core and additional programmes including Key Skills/Functional Skills and additional support as appropriate. • Producing schemes of work, lesson plans, assessment plans, learning materials and any other related activities that impact on the effectiveness of learning. • To ensure compliance with collegiate Health and Safety policy. • To ensure compliance with health and safety requirements/supervision of learners in vocational work placements • To work pro-actively to forward the success and vision of the department. 2. To act as a course and/or subject team leader by undertaking the following...
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...Foundation Core Units Multiple Choice Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Being able to distance yourself from staff, as HR are a separate entity from the rest of the business Being able to create a HR strategy and sticking to this regardless of changes in the work environment Having an understanding of the purpose and role that HR plays within a successful organisation Responding to events as and when they occur, rather than trying to create any contingency plans/procedures Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? By keeping your distance from staff it is easier when you need to advise staff on matters such as grievance or disciplinaries By sticking to a strategy that you have decided upon regardless of what happens, it shows that you do not buckle under pressure Having an understanding of HR’s roles...
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...Foundation Core Units Multiple Choice Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Right Having an understanding of the purpose and role that HR plays within a successful organisation Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? Right Having an understanding of HR’s roles and purpose makes it easier to support change within the organisation Question 3 Log into www.cipd.co.uk and access the HRPM: Professional Areas. Review Professional Areas appropriate for level 3 (Bands One and Two). Why is the CIPD HR Profession Map important for HR and L&D professionals? Right The CIPD Professional Map provides clear competencies, activities and behaviours for HR professionals to aspire to in order to continuously develop their skills and experience Question 4 Which of the following are appropriate activities for Level 3 in the Professional...
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...Unit 13 Managing Human Resources in Health and Social Care 1.1 Explain the factors to be considered when considering the recruitment of individuals to work in health and social care The first factor to be considered when planning employment is the overall aim of the recruitment with a particular focus on what the organization wants to achieve. For example, whilst some recruitment may be to replace an existing worker due to retirement or career advancement, other recruitment may be due to the creation of a new job role. In the latter case, the organization needs to have a clear understanding of the skill set, competence, education and experience levels of the individual they want to recruit. From this, the organization then needs to consider the availability of workers, that fulfill the job requirements, that either already work for the organization or who reside within the area. If such workers are not available, the organization must then consider the financial implications associated with either training individuals to the required levels or offering remuneration and relocation incentives to encourage skilled workers in from other areas. Once these decisions have been made, the organization then needs to consider how to attract the right candidates for the available roles. Advertisement of jobs in areas where there are adequate skilled workers in the local area is commonly carried out in local newspapers and in the local Job Centre, however, where this local skilled...
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...Gibbs Reflective Assignment On Non-Verbal Communication With A Patient With Demenita Introduction This assignment is a reflective account of my first experience when assisting a patient to eat lunch. For the purpose of this assignment I will refer to this patient as Mrs C to maintain confidentiality and comply with the NMC code (2008). It will discuss the importance of non-verbal communication when providing effective nursing care to the elderly. Description Thoughts and Feelings Evaluation I felt this first experience was very rewarding and a big learning curve for me in caring for others. I was delighted that I had been able to support Mrs C to eat nearly all of her meal which she clearly enjoyed. The ‘protected mealtime’ policy ensured that I had time to dedicate to assist her and as she did not have the ability to feed herself, without my help she would have eaten very little or nothing at all. In order to communicate with Mrs C, I modified the usual rules of communication. I did not speak to Mrs C in an inappropriate way or use elder talk which may have damaged her self esteem and confidence (Argle 1994). I talked to her as I would address any adult but put more emphasis on non-verbal communication which according to Caris Verhallen (1999) is the main way in which humans communicate, in order for her to receive my message, extract the meaning and give me feedback. By holding Mrs C’ gaze I was maintaining communication and encouraging engagement and interaction...
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...PROFESSIONAL DEVELOPMENT AT UCL Contents: 1. Introduction 2. The CPD Context 3. UCL Support 4. Feedback and Appraisal 5. The CPD Cycle and Where to Start 6. Evaluation and Impact 7. Recording Your Learning and Development 8. A CPD Portfolio 9. Conclusion Appendix 1 Approaches to Learning and Development Appendix 2 Tools to Help With Portfolio Development Appendix 3 A Change of Career Appendix 4 Learning Styles Appendix 5 Definitions Appendix 6 Continuing Professional Development Record Appendix 7 Basic Principles of CVs And Applications Appendix 8 Resources 3 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL 1. INTRODUCTION PURPOSE: This document is intended to provide staff at UCL with a clear understanding of continuing professional development (CPD), and its importance, within the context of UCL. It is also intended to encourage equality of opportunity by encouraging everyone to plan their development and record their skills. The guide will act as a transportable toolkit to help with the planning and recording of your personal and professional development. It should be used in conjunction with any continuing professional development (CPD) related specifically to your profession or professional registration. The guide also explains why you should record your learning and development, and how to do it. WHAT IS CPD? The Chartered Institute of Personnel and Development (CIPD) defines CPD as “the need for individuals to keep up to date with rapidly...
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