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LEARNING OUTCOMESOn completion of this Unit you will be able to:Assess and plan personal & professional
developmentPlan for the resources required for PDPImplement & evaluate the PDPPromote healthy & safe work practicesDemonstrate appropriate management &
leadership behaviours in relation to these activities
AIMS & OBJECTIVESEstablish short & long term objectivesAssess current realitiesIdentify needs for skills, knowledge or
competenciesSWOT Analysis will help with this stage of the
processS-StrengthsW-WeaknessesO-OpportunitiesT-Threats
• STRENGTHS:• WHERE ARE YOU NOW?AWARENESS OF OWN POTENTIAL WITHIN
THE DEPARTMENT, SECTORMEASURE OF WHAT YOU ARE GOOD
AT/INTERESTED INORGANISATIONAL REALITIESLINKING INDIVIDUAL PLANS TO
ORGANISATIONAL NEEDS
WHERE DO YOU WANT TO BE?ESTABLISH PURPOSE AND DIRECTIONIDENTIFY DEVELOPMENT NEEDSIDENTIFY LEARNING OPPORTUNITIESTHINK ABOUT YOU OWN LEARNING STYLE SET SMART OBJECTIVES
Undertake the DevelopmentWHAT YOU DO
HOW YOU DO IT
IS YOUR CHOICE
IT MIGHT INCLUDE SOME OF THE FOLLOWING:
TRAINING COURSEWORK SHADOWINGSECONDMENTJOB ROTATIONPROJECT WORKNETWORKINGCOMMUNITY
INVOLVEMENT
RECORD the OUTCOMESKEEP RECORDS
KEEP A DIARY
OBTAIN FEEDBACK
KEEP FOCUSED
SPECIFIC GOALS
RECORD PROGRESSRECORD THE DATEDEVELOPMENT
NEEDCHOSEN METHODWHEN
DEVELOPMENT WAS UNDERTAKEN
THE OUTCOMESANY FURTHER
ACTION NEEDED
EVALUATE and REVIEWWHAT WORKED? HOW HAVE I
CHANGED?WHAT CAN I DO
BETTER?
ARE THERE ANY OTHER DEVELOPMENT NEEDS?
HOW WELL DID THIS DEVELOPMENT WORK?
NEW ATTITUDES, SKILLS and KNOWLEDGE?
WHAT ELSE MIGHT I HAVE GAINED?
WOULD I FOLLOW THIS APPROACH AGAIN?
Career developmentCareer exploration : tools, diagnostics, self assessmentCareer goal – setting: view of opportunities in the sector.Career strategies & action planning: information & supportCareer feedback: honest appraisal
ACTIVITIES:Career pathwaysFast track programmesManagerial supportCareer counsellingCareer workshopsSelf-help workbooksCareer centres
Activity 2.1List up to five tasks to which you can
give your attention if and when an unexpected time-slot occurs. Clearly these should not be urgent or important tasks, but the things we all say “I’d like to get around to when I have the time”
Prioritising tasksUrgent and Important: key task with fast
approaching deadlineImportant but not Urgent: key task
closely related to important objectiveUrgent but not important: A task which
has a fast approaching deadlineNeither important nor Urgent: not
closely related to high – level objective, does not have fast approaching deadline
Time- WastersList three activities that most often waste your time
How can you control this time-waster?
Delegating tasks:seven- stage process
How to delegateDefine the taskSet targets and standardsChoose the right personFully brief your chosen personProvide the resourcesMonitor progress, give feedbackTrust and let go!
Business Case framework:Problem/issue/opportunityAnalysis of the current situationSolution to the
problem/issue/opportunitySuccessful outcome/satisfaction
This is useful for pulling together a summary/ justifying resources for PDP
Implementing the planEducation and trainingCoachingMentoringPeer relationshipsAction learningLearning contractsOpen or distance learning
What is a learning contract?A formal document that sets out the
commitment by the learner to work towards achieving a specified learning goal or objective. It also focuses on how the learning may be achieved.
It’s a proactive approach to learning and helps with the implementation of a development plan as the contract is agreed with the line manager, coach or mentor.
Learning Contract An overall development goalSpecific objectives in terms of skill
or knowledgeActivities to be undertaken to
achieve the objectivesResources requiredMethods of assessment of learning