Assess the contribution of learning styles and theories when planning and designing a learning event. For this section of the assignment I am going to write about how a quality management awareness course should be planned. Stage 1 – You need to explain the purpose of the training and the targeted audience. You need to make sure that it is clear what you want to accomplish by having the training. Whether it is to develop employees knowledge, develop their professional needs etc.
Management should inform employees for every upcoming changes. When there is a lack of communication, it may cause employee to be more resistant to change. Being more proactive on communication will minimize risk and resistance among employees making them cooperative. A timeline should be made to address the implementations and employees who manage the process. An effective timeline will allow Rock Solid to provide the necessary equipment and training before implementing NetSuite.
According to Bowen and McDonough (2011), action plan are lists and tasks that must be carried out in order to reach specific goals. In developing a career plan for the executive manager we need to decide on practical steps based on action plan to develop their own career development plan. In this case, employee need to improve their self-based on knowledge; skills and ability before the management decide to assign in the right position for them move to the next stage of their career development. As employee, they have right to know how the management develop their career in an organization so that they can measure their strength and weakness to challenge their self in working hard for the highest position that they can achieve in the organization.
With the information gathered and assessments on client’s capacities and constraints, practitioners will construct a client-centred plan, which help client understand what he/she can do, as well as issues included in helping to achieve client’s immediate and long-term goals. What’s next is the implementations of interventions. These interventions should be aimed on improving the personal factors like remediating or restoring body functions, and modify the environmental context like removing societal barriers and modifying housing environment, in order to improve occupational performance. The similar application can also be done on organisational
However, as the causes have been finalized, consequently it should assist in improving the skills mentioned and the decision making process when deciding how to handle the situation. Skills Development Plan This plan is focused on assessing and improving the gaps identified in performance to improve the firm’s productivity and guarantee client satisfaction. The implementation of this plan will be discussed below. Step 1: Identifying areas for improvement In reviewing an employee performance evaluation, one of the primary objectives is to focus on the areas akin to the employee’s competence in achieving his/her goals and having a positive impact on the team. Hence, the best way forward would be achieving the firm’s goals and working together on projected resolutions.
It is important that supervisor must meet up with the staff for creating their performance plans. At this point, supervisor must avail the chance for explaining for the staff how their performance have a direct impact on how work goal can be attained. Monitoring: Supervisors must evaluate the overall progress of the staff at the time when it is due; instead it should be practised on a constant basis. Through evaluating it, this will provide an opportunity to the supervisor for making any adjustments or corrections where needed for achieving a successful
Education and Communication – communicate with the employees prior to the change and inform them on the change process and why is essential, this will prevent misleading information to get to different people. This will allow employees to become part of the change process and feel the need to cooperate “Persuasion becomes crucial. Persuasion calls for an ability to listen well enough to know what matters to people” (Reardon, et al., 1998, p. 139) 2. Participation and involvement- Allow employees to participate in the
Moving into the workforce, I plan to take this knowledge with me as I grow in my career as well. One of the key takeaways I had during class was the section about how to “shift the environment.” Considering I want to work for an organization that makes a social, cultural, or community-level impact this is an concept to know. The training gave suggestions to (1) be a visible and active ally, (2) be a role model, and (3) be an active bystander. All these are important principles to follow when entering the workforce. Setting a precedent for who you are, how you are going to act, and how you allow others to act around you is critical.
Managers have to take different opportunities to coach support and motivate employees. It is not only at the time of performance appraisal that managers have to discuss with individuals about their performance, however there should be several opportunities to support and provide frequent feedback. Moreover, at the time of performance appraisal will be a great time to discuss in detail about the past performance and put in place the personal development plan. Performance management is a continuous process, not a one-time activity which will be done once or twice a year. To sum up, managers should support employee to perform better and put a formal development plan for future development (Craemer, 2010).
Occupational assessment: The skills, knowledge, and abilities that the affected occupational groups require should be examined. The way and which each occupational flaws or gaps exist should be identified by the occupational assessment. New techniques to do work should also be examined that can eliminate the flaws or gaps. Individual assessment: They can show the level of how well an employee is performing at a job, and have the individual’s capacity determined to have different or new work determined. Information on what training is required by employees can be provided by