Personal developmental planning (PDP), is all about creating a long-term goal in one’s career, and thinking about how to achieve it. However, a PDP is a structured process that reflects on current learning and performance, which is then developed into a plan for future personal, educational, and career development. By undertaking PDP, it is natural to consider strengths, weaknesses, opportunities, and threats. Thus, this is to enable one to create a plan that identifies how to best meet his/her developmental needs through planned formal and informal activities.
Training can incorporate classes, exhibits, addresses, recreations, and numerous different assets. It may furnish trainees with immediate abilities that could be important in their work. Directors may review or evaluate understudies and give criticism on their performance in training. The objective of off-the-job training is to create new abilities that will make a worker more helpful and more adaptable.
Therefore, in order for them to maintain its key employees, meet the challenges of global competition and social change, improve the quality and incorporate technological advances and changes in work design, many organizations provide coaching practices by HRD professionals, supervisors and managers, internal mentors and coaches, or external HRD and management development consultants (Baek-Kyou, Sushko, McLean, 2012, p. 19-20). Moreover, coaching can also be seen as the interventions that an organization makes so as to extend the knowledge of its executives, managers, or senior staff members. It is usually a short-term program and is focused on specific performance issues that employees face in a certain domain. In fact, the success of coaching is dependent on whether the working relationship between the coach and the coachee was effective or not; coaches might use techniques such as asking concise questions, using sophisticated communication tools, as well as encouraging coachees and providing them with positive feedback. On the other hand, mentoring is an ongoing professional relationship whereby mentors are more likely to share their knowledge and professional experience with the mentee in order to deepen his or her understanding and enhance his or her effectiveness.
I incorporate this learned experience daily and learn through each success and discovered area of improvement. Addressing my students needs using a variety of assessment tools has been a beneficial practice to help guide instruction. Students have different learning styles and their strengths and weaknesses are not always apparent using the same methods of assessment. Utilizing formative, standards(goal)-based, anecdotal, observational and benchmarks has driven my instructional programs. The combination of different assessments provides me with a multi-dynamic perspective of my students allowing me to better understand their strengths, weakness and academic needs.
Advocacy is a suitable intervention, according to the analysis of the occupational profile. In this process, the client works in collaboration with the practitioner to take every effort that directs to the the transformation of self and skills. Occupational therapy intervention focuses on creating or facilitating opportunities to engage in occupations that lead to participation in desired life situations (AOTA, 2008). The main objective of this intervention is to promote occupational justice and empowers to explore opportunities and resources to fully participate in daily life
1.0 Personal Development Plan Personal development plan (PDP) is the process of crafting an action plan based on self-awareness, self-reflection, goal-setting and planning for personal development within the context of a career, education, or for self-improvement (Smith, 2011). In the context of business studies, PDP can be seen as the plan of personal strength and weakness appraisal which enable business scholar to evaluate the value of leadership and management training that they have been through and act as a future leadership development program. By working on the PDP, it helps students to increase self-awareness, identify the skills and experience that one owned, and those that one need, as well as creating a plan to acquire the skills
I would like to reflect upon how I manage my work priorities and professional development. In doing so I would go on to explain how I serve as a positive role model in the workplace through personal work planning and organisation, how I ensure personal work goals, plans and activities reflect the organisation’s plans, and own responsibilities and accountabilities. Then I will explain how I measure and maintain personal performance in varying work conditions, work contexts and contingencies, take initiative to prioritize and facilitate competing demands to achieve personal, team and organizational goals and objectives, use technology efficiently and effectively to manage work priorities and commitments, maintain appropriate work/ life balance, and ensure stress is effectively managed and health is attended to. Subsequently, I will discussion on how I assess personal knowledge and skills against competency standards to determine development needs, priorities and plans, seek feedback from employees, clients and colleagues and use this feedback to identify and develop ways to improve competence, identify, evaluate, select and use development opportunities suitable to personal learning style/s to develop competence. Finally, I will look into how I undertake participation in networks to enhance personal knowledge, skills and work relationships, identify and develop new skills to achieve and maintain a competitive edge.
This requirement covers information about pupils and colleagues and extends to communications with others in social as well as work-related situations. Continuing professional development Classroom assistants will take advantage of planned and incidental self-development opportunities in order to maintain and improve the contribution that they can make to raising pupil achievement. Asking for advice and support to help resolve problems should be seen as a form of strength and professionalism. Apart from underpinning a range of qualifications for teaching assistants, the National Occupational Standards can be used for a range of HR purposes including developing job descriptions, supporting recruitment and selection, workforce planning and deployment, defining performance targets, identifying training and development needs, developing and evaluating training programmes, and evaluating individual and team performance.
Coaching “is a form of development in which a person called a coach supports a learner or client in achieving a specific personal or professional goal.” (Coaching, 2016). Coaches can help workers to move towards achieving their goals in the workplace by providing support, feedback and advice. “Research studies suggest that executive coaching has a positive impact on workplace performance.”
As many of you have noticed, our employee morale has decreased significantly. We have also seen an increase in turnover rates wand low productivity levels from all our new hires. Recently I scheduled meetings and focus groups to get to the root of the rising issues our company is facing. Our employees feel that we do not provide sufficient training to help them do their jobs. They are relying heavily on their co-workers to aid them through their work-day.
By providing individuals and the organization with the necessary motivational tools to effectively problem-solve, improve the decision-making process, manage stress, improve group dynamics, enhance creativity, build strong relationships, provide effective leadership, and positively manage emotions to improve working conditions, job performance, increasing job satisfaction, enhancing and developing positive work relationships, and improving general well-being (Boss & Sims, Jr., 2008; Cartwright & Pappas, 2008; Clarke, 2006; Froman, 2009; Hunter, 2012; Jeffries, 2011; Khalili, 2012; Linley, Govindji, & West, 2007; Money, Hilenbrand, & da Camara, 2008; Parker, Bindl, & Strauss, 2010; Slaski, & Cartwright, 2003; Tesone, 2005; Welch, Grossaint, Reid, & Walker, 2014; Zeidner, Matthews, & Roberts,
Together, Mr. Randall and I would brainstorm potential options for natural supports to include the needs of both Mr. Randall and the employer. To continue, I think it’s important to assess available supports within and outside the workplace. This purpose is to promote the client’s successful integration. An example would be to obtain a Job Coach who specializes in assisting individuals with learning the job and completing job duties accurately. Once the job analysis is completed, I think it’s important to identify choices suitable again for both employer and Mr. Randall.
The GCSW will allow me to understand the ongoing constant change in information, knowledge and understanding. Social work is a relearning process to provide a high demand in services. Knowledge and skills are unlimited when considering the GCSW. Furthermore, it will give me the ambition to make a difference in people lives. The will provide me with the professional training through the usage of “hands on” practice so that I can help others that are vulnerable and need assistance in any aspect of their life.
This occupation involves often helping or providing service to others. The R stands for realistic. Realistic means that this job involves work activities that include practical, hands-on problems and solutions. Based on this ISR code you can see that a person in this career needs patience, wanting to help others, and good stamina. It is also important that a sports doctor has a love of sports.