...Introduction to the Developing Professional Practice Assessment Pack This pack contains all the information you need in order to show that you meet the learning outcomes for this unit. Here, you will find: - Details on how the unit is assessed - Instructions for the assessment activities (AAs) 1.1 Completing the Assessment activities When completing your assessment activities, you may find it helpful to refer to the list of assessment criteria to ensure you are including all the relevant ideas upon which you will be assessed. 1.2 Word counts Word counts are specified for each assessment. You are allowed +/- 10% but any assessments which go below or above these limits will be returned, unmarked and you will need to re-submit them. 1.3 Submitting your work When you have completed the assessment activities, you should submit the document(s) via email to your facilitator. Unless instructed to do otherwise, you should complete the assessment activities and submit them as a single document, using the template provided. Where you are asked to complete a non-text based activity (e.g. a PowerPoint presentation) you should submit this as a separate document. The file name should be as follows: NameUnitCodeAssessment e.g. for this unit JAndersonDPPAssessment Assessment of the Unit The learning outcomes for this unit are assessed in the following ways: 1) Completion of the assessment activities in this pack 2) Attendance & contribution at the workshop...
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...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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...Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs – AC3.3 4 Appendix A – Development plan and records 5 Development Plan – 1 September 2013 to 31 August 2014 5 Development Records for the period – 1 September 2013 to 31 August 2014 5 Development Plan – 1 September 2014 to 31 August 2015 5 Ability to reflect on own practice and development needs and maintain a plan for personal development This is probably the most demanding section! Self-assessment against the CIPD Associate Membership Criteria –AC3.2 Once you have downloaded the AM criteria, you should be able to identify activities, knowledge and behaviours that you will need to develop. You should now see where the detailed information from activity one is useful. You should have detailed information on one of the areas and the behaviours for your development plan. You will need to review the remaining activities just to ensure that all the...
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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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...The importance of Continuing Professional Development (CPD). What is CPD? CPD is a process where you can manage and monitor your own development. A CPD plan will help you to record, review and reflect on what you have learnt throughout your career. For any form of learning to be acknowledged as a CPD process, it needs to be:- • Documented • Driven by you, not your employer • Learnt from experience, reflective learning and review • Used to set goals and objectives • Include formal and informal learning What does CPD do? • Provides an overview of achievements to date • Shows how far you have progressed towards your achievements • Steers your career in the direction you want it to go in • Helps to uncover gaps in your skills and identifies further development needs • Demonstrates your skills to employers • Can assist with a career change Where do I want to be? Notwithstanding the fact that I have only been in HR for a few years, I have already worked my way from a HR Administrator to a HR Advisor. I hope, that in five years’ time, I would be able to prove that I have enough experience, knowledge and training to become a HR Manager. I have recently been employed by a company in the care sector. After my first week there, I realised that there was an high employee turnover. I would like to develop my skills in this area to find out the reasons why and also to find out what can be done to encourage employees to stay. Also, due to the high number of employees, there...
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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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...fundamentals. Professional lifelong learning can be seen as improvements to an individual’s own attributes and skills, which are acquired through the active participation of further training or knowledge attainment outside of their own known boundaries. This can take many forms. Knapper (1998, cited in Aslop, A. 2000.P.42) described it as ‘the ability to learn from life and throughout life, taking responsibility for one’s own learning.’ Continuing Professional Development (CPD) is a popular model of lifelong learning, and is defined...
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...KEY LEARNING - SUMMARY Reflect on, and identify below, what you have learnt since your last submitted development plan (if this is the first development plan you have submitted for the programme, then ignore this box on this occasion). Your learning might encompass both what you have taken from your study on the programme as well as wider learning from work-related activities. Your reflection could reflect all or some of these suggestions: What I have learnt and understand better; What I knew already that has been reinforced; What I need to reflect on further or think more about; What I can do now or do better; What I'm going to do differently in future back at the workplace. We recommend that you maintain a full Development Record (Learning Log) (available on the VLE) for CPD purposes as you go through the programme (this does not have to be submitted with your assessments). The box below simply asks you to reflect on your key learning drawn from that and how it links (i.e. new development needs that you have identified as a result of your learning) subsequently to your updated Development Plan below that you are submitting with your unit assessment. Development Plan | NAME: | ZARINA ZHUSSUPOVA | MEMBERSHIP NUMBER: | 42818953 | COVERING THE PERIOD FROM: | JANUARY | TO: | JUNE | Planned outcome What do I want/need to learn? | What will I do to achieve this? | What resources or support will I need? | What will my success criteria be? | Target dates for review...
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...either band 1 or 2, of any one of the professional areas. The H.R profession Map is used in all organisations as a criteria for those in the H.R profession to set standards so that those in H.R can succeed and achieve to its full potential through their whole career. The map consists of 10 professional areas that persons need to carry out to deliver the skills and knowledge. The 10 areas are: Stategy, Insights and Solutions – This should be the core of every business to set a good foundation for great H.R capability, individuals need a understanding of the business and its context so that it can plan methods and solutions to meet needs of the organisation present and for the future. Insights involve understanding, collecting data, analysing and assessing situations. Understanding its customers and external factors that could effect the business . Its good to be pro-active and plan for the future growth of the organisation to try and avoid any risks to the business. Insights need to be directed into strategies solutions. Recommendations should be made as a result from the information collected and analysed from the insights. Activities should be prioritised into building a strategic organisation and lastly solutions should be delivered to those in the organisation and changes should be implemented so that everyone understands as to why changes are carried out and the reasoning behind them....
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... |4 | |Assessment method |Written, Discussion | |Learning outcomes: | |1. Understand the knowledge, skills and behaviours required to be an effective HR practitioner. | |2. Know how to deliver timely and effective HR services to meet users’ needs. | |3. Be able to reflect on own practice and development needs and maintain a plan for personal | |development. | |All activities should be completed |Assessment | | |Criteria | |Activity 1 | | |(Note: The...
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...Purpose This is the concept plan for Mr Stephens Hanyane (13029322) to acquire the following: Registration as Professional Mechanical Engineer with ECSA; & Complete one five-year Continuous Professional Development (CPD) cycle. For convenience, Mr Hanyane, as the future candidate engineer, will be referred to as the FCE for the rest of this plan. This plan will be revised and updated frequently in order to: Compensate for any unforeseen changes that might affect the plan; & Ensure the accomplishment of the goals in the shortest time span possible while retaining the quality of the results. Vision The FPE developed an interest in Thermodynamics and Heat & Mass Transfer during his studies. As one of his vacation work projects at Exxaro...
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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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...Key Concepts and Principles of Internal Quality Assurance This handout will cover: Why should IQA take place? The functions of IQA IQA cycle Key concepts of IQA IQA rationale Key principles of IQA Role & responsibilities of an IQA Regulations, Policies and Procedures Why should IQA take place? IQA is the monitoring of the learner journey throughout their time with the organisation, it should take place to ensure the learners have received a quality service and that assessment has been correct and fair The IQA process is to: plan what will be monitored, from whom and when observe training and assessor practice, and give developmental feedback sample assessment records, learners’ work and assessor decisions meet with learners and others, for example, witnesses facilitate the standardisation of assessor practice hold team meetings support assessors. Internal verification was the previous term used for monitoring assessment, however, IQA monitors the whole process from when a learner commences to when they leave. The functions of IQA To: • • • • • • uphold credibility (of the qualification or what is being assessed, of the organisation etc) ensure quality throughout the learner journey ensure accuracy and consistency of decisions manage risk identify issues and trends support and develop assessors If there is no external formal examination taken by learners, there has to be a system of monitoring the performance of assessors. If not, assessors...
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...Learning outcomes: 1. Understand the knowledge, skills and behaviours required to be an effective HR practitioner. 2. Know how to deliver timely and effective HR services to meet users’ needs. 3. Be able to reflect on own practice and development needs and maintain a plan for personal development. All activities should be completed Activity 1 (Note: The CIPD Human Resources Profession Map (HRPM) can be accessed at: www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx ) Write a report in which you: • briefly summarise the HRPM (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours) • comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role. Activity 2 With reference to your own (or other identified) HR role, outline how an HR practitioner should ensure the services they provide are timely and effective. You should include: • understanding customer needs (include examples of 3 different customers and 1 need for each, and explain how you would prioritise conflicting needs) • effective communication (include examples of 3 different communication methods and the advantages and disadvantages of each) • effective service delivery (include: delivering service on time, delivering service on budget, dealing with difficult customers, handling and resolving...
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...identified HR role. The CIPD professional map determines what HR professionals should know and understand to make a difference to their organisation. The map can be used in its form or in part or be incorporated into organisation’s existing competency structure. The map highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. These are: 1. Insights, Strategy and Solutions: o This area deals with the professionals understanding and insight into an organisation, through a deep knowledge of the organisations purpose, objectives, aims, values, activities, strategies and plans. o The strategies created have to focus on the needs of the customers and employees, and add value to the organisation. o Be aware of political, economical, social and technological (PEST) issues and how it can affect the organisation and what can be done to overcome this. 2. Leading HR: o HR professionals act as role models, leaders and maximise the contribution made throughout the organisation through own self and by encouraging others. o They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. o HR professionals need to be able to lead and manage a fit for purpose HR department, ensuring that they have the right capability, capacity, and that employees are fully...
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