Hr Map

This object of this assignment is to identify what personal and professional development is, if there is any difference between personal and professional development and what opportunities there are, how this benefits both staff and Lancashire Care Foundation Trust (LCF

1.1 Describe how a learning support practitioner may contribute to the planning, delivery and review of learning activities.

* To ensure all learners are included in activities, I devise different ways of getting everyone in the room involved –differentiation. Topics of employability can be sensitive because there will be people in the room who’ve had bad experienced such as redundancy or treated badly by the

This is placed within the person specification to notify what skills and knowledge the organisation would rather the candidate have, such as communication and people skills. The skills noted in the person specification usually relate to the nature of the job role.

Unit 4222-302 Engage in Personal Development in health, social care or children’s and young people’s settings (SHC 32)

1.3 Identify a range of learning and development opportunities which support the achievement of the personal development plan

It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.

Professional development is an opportunity to reflect, share common goals, support each other as well as learn from others knowledge, expertise and experience. Regular supervision and training of staff can lead to reduced sickness and absence, it can improve the service that they

This report has briefly summarised the CIPD Profession Map – the 2 core professional areas, 8 specialist professional areas, the 4 bands and 8 behaviours. It has also commented on the activities and knowledge specified within the Performance and Rewards professional area at band 1.

Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development

Learning and Talent Development Allows people at all level of the organisation possess and develop the skills, knowledge and experiences to fulfil the short and long term ambitions of the

This report covers outputs from the HR Profession Map for the role of the Training & Development Advisor at Next Distribution.

making Practice-Based Learning work Reflection on PRACTICE A resource commissioned by the Making Practice Based Learning Work project, an educational development project funded through FDTL Phase 4 Project Number 174/02 and produced by staff from the University of Ulster. www.practicebasedlearning.org Author Patricia McClure School of Health Sciences, University of Ulster www.practicebasedlearning.org contents Reflection on Practice 02

Practice: review, plan and monitor, eg respect for the value base of care, professional interactions with

1.1 Describe how a learning support practitioner may contribute to the planning, delivery and review of learning activities