Unit 2 Promote professional development

The focus of training tends to be on the staff group, to ensure that all recommendations and standards are achieved.

You should establish what opportunities are available to you and where your strengths and weaknesses lie, in order to access appropriate training and development opportunities. By entering into discussion with your manager and asking for their advice, you will gain knowledge and feedback on your current practice. By goal sharing with your manager you can establish where you both see your future roles and responsibilities. When working in partnership with other organisations, sharing training opportunities, not only develops and bonds the partnership but also allows you to access extra, relevant training, which might not be available through your own organisation. 1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date It is necessary to ensure that any opportunities and activities are relevant for keeping your knowledge and practice up to date. You will need to consider and assess how relevant sources of support are and also the systems of support available, in relation to your personal, professional and organisational goals. There are subtle differences between personal and professional development. Personal development is about developing personal qualities and skills needed to live and work with others e.g. understanding, empathy, patience, self-respect, self-esteem, self-confidence and communication. Professional development concerns career progression and developing

Carers must work in collaboration with their colleagues ensuring the delivery of the highest quality, safe and very compassionate health care and support. Carers must communicate openly and in an effective way to promote the health, safety and well-being of services users and their families. Carers must respect all people’s rights to confidentiality and strive to improve the quality of health care by continuing with professional development also uphold and promote equality, diversity and inclusion. Carers must be honest with themselves and others about what they can do, recognise their abilities and limitations of their competence and only carry out of delegate those tasks agreed in their job description and for which they are competent. It is very important to behave and present yourself a way that doesn’t call into question your suitability to work in a health and social care setting, always seek guidance from your supervisor or employer should you feel unable or if you are unsure how to effectively deliver a task. Carers must comply with employers agreed ways of working and must report any actions and omissions made by one or colleagues that you feel may jeopardise the safety or care of services users this includes if necessary whistleblowing procedures to report any suspect wrong doing. Carers must

My duties and responsibilities within my work role is to establish good working relationships with children and parents and to support all staff and engage in a good staff team ensuring communication in paramount. To prepare and supervise suitable activities to help create and develop a stimulating environment in which children are encouraged to socialise and develop to their full potential. Care for the well-being of children including keeping their noses and faces clean, toileting and administering first aid. I ensure that all children are offered inclusive practise and

After being confirmed in post all staff have a full induction day (refer to template) which ‘covers’ all aspects of the role including policy and legislation. They are also delivered ‘in house training’ and can access the various training on offer beyond the organisation. Areas for professional development are discussed at supervision and staff can request a particular form of training. If I feel that they need to familiarise themselves with particular aspects or need a more in depth understanding, then I will source specific training and recommend it.

In my role it is important to continually improve my knowledge and practices. In health and social care ways of working and legislation as well as good practice are constantly changing. Therefore it is important to keep up to date with training and also any changes in legislation. This will enable me to deliver the best service possible to the tenants I support and also enables me to keep staff upto date with any changes in the way that we work. It also forms part of The codes of practice for social care workers to keep skills and knowledge up to date.

This assignment will reflect on and critically analyse my personal and professional development in the domain of care management over the last three years. It will additionally outline how I plan to continue to develop in this domain once I have qualified as a registered nurse. My development so far will be analysed from the perspective of the skills, knowledge and values required of a registered nurse. Through this reflection I hope to confirm that my practice meets the standards for entry onto the nursing register as outlined by the nursing and midwifery council ((NMC) 2008).

As I was reading the journal one thing which really drew my attention was that it talked about the staff training being inconsistent. In some places staff seemed confident and in some places they were not. My self being an early year’s practitioner and working in a private sector I can relate to the problems as staff are expected to go on training in their own time. Working within the Borough of Hounslow I have experienced first-hand cuts that have definitely been made in regards to training.

These technical aspects of training will help with my skill set, so I am able to ensure that all aspects of the technical running of the Hospital are carried out safely and in line with Approved Codes of Practice and technical advice. In-house training will enable me to have a greater understanding of the type of patients we are caring for, non-clinical staff are encouraged to attend lectures aimed primarily at Clinical team members so that they have a greater knowledge of Acquired Brain Injury and Dysphasia. My role within the hospital is unlikely to change greatly over the next two years so I will ensure that my Personal Development Plan is in line with the hospital business plan objectives. A big part of my role over the next 6-12 months is to further develop the Catering Team, ensuring that they have excellent Customer Service skills and integrating the team into the Support Services Team further. Working with the Director of Clinical Services, who manages the Learning and Development department in the Hospital, will enable me to develop my training skills further to ensure that I am equipped to carry out Customer Service and Team Building sessions with the Catering Team. The General Manager role at Holy Cross is a role that is likely to grow further and encompass more responsibility in around 2 years. A large part of my current role is to ensure that all Team Leaders

HSC052A1 Level 5 LMC Unit 2- Promote professional development Nicola Bullimore 01/06/2017 1.1 Explain the importance of continually improving knowledge and practice. It is important to keep up to date with training to increase knowledge so that I feel equipped to perform my role to the best of my ability. By continually improving knowledge and practice skills of staff, this enables staff to increase their skills so that the care delivered to the residents is effective and appropriate to their needs. By keeping training up to date, staff are always going to be aware of any changes in regulations which they need to put into practice.

All Staff have to attend at least 15 hours of training each year. This is a requirement in our workplace in order to help staff keep up with business targets and refresh in areas of work.

* Implement a timetable of training sessions available and a method of communication to staff, by the end of March

Training of personnel is another area which has detailed requirements in WQA. All roles relating to ensuring quality must be undertaken by suitably qualified staff. Training schedules are linked to employees’ job descriptions, training records are kept and training needs are regularly reviewed.

The cost element is tied up with the geographic dislocation of the team across a quite large state. As the usually preferred method of training delivery is face-to-face classrooms, costs quickly accrue through the use of airline flights, hire cars and hotel stays. The dislocation can also result in problems if a person in one office misunderstands the training, or chooses to ignore one aspect, and then subsequently trains other in the immediate area incorrectly, or at least inconsistently, with all other areas. While the constantly and quickly evolving workplace mean that it is not long before a particular training session is obsolete or redundant, and the process needs to begin again.

Firstly, the lack of time to hold courses is an issue. It is true that Dr. Margaret is the best trainer who is more qualified than anyone else to deliver both course of TAE40110 and TAE50111 (no one is able to know more about the content than its author). However, she is currently working for the University of Tasmania, and only available to hold training course at weekends, while it may not suit most trainees who could prefer to learn during weekdays than weekends as they tend to spend some quality times with their family members in their leisure time. Even if they were willing to come for training at weekends, we would also not consider it as a good idea. After five days full-time working we believe that nobody should put themselves under pressure, no matter how exciting the job may be.