Repetition is our way of learning knowledge. Repetition is drilling something to memory, reinforcing the idea in our heads.
The guidance and legislation surrounding it change continually. To be able to deliver the best possible service to clients and to support staff you have to be aware of changes in the industry. This involves being up to date with everything that is current in health and social care. You need to be aware of changes in legislation, current best practice, CQC regulations, NICE guidelines and how these effect on the business.
Being able to keep up with this information allows me to pass it on to others and to be a role model and teacher. Also it is important to me personally to be continually learning and evolving because I want to be able to learn and pass on new skills and knowledge.
Continually improving knowledge and practice means that everybody benefits; me, clients, staff, the business. Being able to balance the commitments of work and family life is very difficult and takes careful managing.
Financial considerations, both personal and organisational, can be a barrier. Currently central government is on an austerity drive so there is a squeeze on health and social care budgets.
This makes it harder for employers to send and provide external training courses for staff and me. There can also organisational barriers in that a line manager or above may not want you to succeed because they may be worried about their own position.
Sometimes staffing issues can impact on Personal Development. Recently I have had to be on 12 hour day shifts and 12 hour nights due to staff shortages, this hinders personal development due to lack of time and tiredness.
The organisation may not be willing to finance the training. Formal Support Regular appraisals can Both parties need to identify areas that you commit to the process. The giver may also colleagues be be misleading you for personal reasons Supervisions Structured and focused.
Within the organisation it The agenda is agreed and can be very difficult to discussed organise regular supervisions due to staffing levels.
Should on information due to be current with the personal reasons. May not newest industry news be performing their own Personal Development and not up-to-date with current practices.
The time you have to spend away from the business versus the benefits to the business, is that cost effective? It takes time to keep up with current knowledge; this has to be balanced with family and life. You have to evaluate the quality and relevance of the information, information from sources such as CQC and NICE will be more important than a personal blog or even a newspaper report.
Something else to consider is the knowledge and skills that your organisation needs.
If there is already an expert in one field of knowledge then it may be more beneficial to learn about a different subject. Outcome 2 — Be able to prioritise goals and targets for own Professional Development 2. I would like to be a registered manager and to do that I have checked the CQC website to see what that entails.
I have my NVQ 3 but need to have or be working towards my level 5, to meet this gap in skills I have enrolled in this course so that I can achieve my level 5.
Doing this I have identified some areas where I need to improve my work and management.
I need to introduce a supervision programme and to focus more on person centered care. I have also checked my job description to make sure I have the skills to meet it, along with this I have reviewed the skills within my organisation to see where there may be gaps and to see if I can fill those gaps and what I may need to do to fill them.
A priority is to do a fire training course because I am fire marshal for two houses and need to be current with new practises. I have identified that I need more training on how to perform mental capacity assessments as it becomes more and more important.
I have a basic knowledge and to increase this I have enrolled on a course to give me the skills I need. Outcome 3 — Be able to prepare a Professional Development plan 3. I have also identified that I need to take a fire marshal course to fulfil my duties.
My own personal learning style is very varied; I find training courses very helpful and also online training courses. I came out as a moderate reflector and theorist.
This was a study devised by Peter Honey in There is also a study by Belbin which identifies team roles and strengths.
Attached is a template for how to track personal development 1. This means that you set an objective that is not too difficult, that you can measure it i.Some courses can be very expensive and not always afordable.
Compare the use of different sources and system of support for professional development. Inductions, appraisals and development plans, shadowing, in- house training, colleges and training organizations.
Compare the use of different sources and systems of support for professional development - discuss different ways but also consider if they are effective Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date.
Outcome Compare the use of different sources and systems of support for professional development. There are many different sources and systems of support for professional development including induction process, formal training, educational events, distance learning, work based qualification, books, online research, appraisals, mentoring.
Compare the use of different sources and systems of support for professional development Equipped with an understanding of the types of barriers faced in healthcare, we now have to identify the barriers that our organisation faces.
Open Document. Below is an essay on " Compare the Use of Different Sources and Systems of Support for Professional Development" from Anti Essays, your source for research papers, essays, and term paper examples/5(1).
Compare the use of different sources and systems of support for professional development Formal Support Formal support systems that are used in Triangle’s workplace to support professional development are the use of formal appraisal and supervision sessions for all members of staff.