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Assignment professional practice
L04: self evaluation i travel to turkey i joined abc horizon i feel that i’m understanding lessons but i feel informations is a lot giving to student in such short time I feel distrurbed in assaignment because it’s the first time to do Goal: put something in this life that refer specific to me Objective being rich getting my own business in electronics or IT before reach 30 years old Short term Doing good preparation for the assaignment of professional practice
Mid term
Get diploma from ABC HORIZON a grade of at least good and maybe continue my studies in uk Long term Start a business in component of computers or software What makes CPD important in organisations? As the world’s industries continuously evolve, it gets increasingly difficult to overstate the importance of continuing professional development. CPD enables individuals to reinforce and enhance their current skills while reducing any knowledge shortfalls, providing a competitive edge in times where one is needed a job interview for example. CPD can also set individuals apart in the job market, as many candidates vying for particular roles often hold similar fundamental qualifications.
a professional development plan:
a professional development plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development. A professional development plan is created by the manager working closely with the staff member to identify the necessary skills and resources to support the staff member's career goals and the organization's business needs. Professional development for staff members begins when a new member joins your team. In addition, all staff members should have a "living" professional development plan in place. Planning should not take place only after an staff member is identified
as needing improvement. Professional development plans should be reviewed on an on-going basis throughout the year, with at least one interim review discussion between the staff member and supervisor prior to the end of the yearly performance review period.
Professional Development Planning Steps
Use the following steps to create a professional development plan with your employee. Feel free to use the example professional development plans (listed above) to assist you in the process. Step One: Request a self-assessment from the staff member Step Two: Develop your assessment of the individual's skill level Step Three: Assess the department and organization's needs Step Four: Explore development opportunities with the staff member Step Five: Record and analyze the staff member's progress Step One: Request a self-assessment from the staff member Have the staff member complete a self-assessment of their interests, skills, values, and personality. Use the sample performance planning and self-assessment forms listed to the right to assist in the process. When evaluating the staff member's responses, keep these questions in mind: What skills, career opportunities, technologies interest the individual? Do those skills/interests/goals support the organization's needs and goals? What are the short and long term steps to get there? Step Two: Develop your assessment of the individual's skill level Based on the staff member's self-assessment, their work record, and your own observations, determine the staff member's skill level in the following categories: Technical skills: skills needed to get the job done. Social skills: how do they work with others? Aptitudes: natural talents; special abilities for doing, or learning to do, certain kinds of things. Attitude: outlook, feelings, mind-set, way of thinking, and point of view. Step Three: Assess the department and organization's needs In order for professional development to be successful, the staff member's needs and interests must be applied to address organizational objectives. The staff member's career path must align with the organization's workforce needs. In creating a professional development plan, consider the following goals: Big Duke" goals Departmental goals Team goals
for a list of volunteer opportunities at Duke (look under the "Volunteer Opportunities" tab). Mentorship - Interested staff can be paired with mentors for a variety of activities including information interviews, shadowing, tutorials, etc. For more mentoring resources, please visit the Mentoring @ Duke web site. The Professional Development Academy can also provide assistance with determining professional goals before you seek a mentoring relationship. Step Five: Record and analyze the staff member's progress Collect feedback from the staff member about their development progress to assist in identifying what the staff member is doing well, build on their skills, correct any problems that may arise, and help them develop new abilities that will improve personal performance as well as organizational outcomes. Use a Performance Log for tracking, recording and providing feedback from the staff member. Record dates, events, expectations, and the impact of action steps on their development. Make sure to record: Observations of enhanced skills or knowledge and how they were applied Progress towards goals and objectives Observations where skills / knowledge could be applied - use for future discussion L01 PART 3 After my evalutaion in class it seems that im Black hat A black hat thinker is someone that looks at things with a critical eye. This individual is very strong at identifying risks that may occur. It is always a good idea to have a black hat thinker involved in the planning process of a project because they will help make the plan stronger by identifying potential pitfalls. At the same time, black hat thinkers can be reluctant to take necessary risks Main Benefits of the Black Hat In a planned sequence, it’s invaluable to have a set time for the Black Hat.
- Fight your own confirmation bias Allows everyone, including the person who proposed an idea, to be critical and find potential pitfalls.
- Use more of your brain. People who are habitually cautious can excel at fault-finding in a formal setting, thus allowing them to be creative or optimistic at other times. Many of those people welcome the use of the Six Thinking Hats and have been surprised by how creative they can be by wearing the Green Hat for example. Note :İn the Project with my group i was critic always his work and idea, try to make it more perfectly doing see the negative points on it and try to change it and give him suggestion to make work better What are team dynamics? A team can be defined as two or more people working together to interdependently to meet a specific goal or purpose. Outside of this, a team can be for the long term or come together for a few hours. Group dynamics can be understood as how team member’s distinct roles and behaviours impact other group members and the group as a whole. Team dynamics are therefore the unconscious, psychological factors that influence the direction of a team’s behaviour and performance. What do positive group dynamics look like?
time – even in the healthiest of teams – so encourage open discussion of the conflict and help guide team members to a resolution, allowing your team to return to a state of positive group dynamics.
- Create a team charter Teams and individual team members need a strong focus to thrive. If you create a team charter and offer clearly defined roles, you could motivate team members to address their responsibilities and work together more effectively. A clear charter also helps you set clear behavioural and outcomes expectations. It gives you standards by which you can hold underperforming team members to account.
- Enhance team culture Deliberately build a supportive team culture. Use team-building exercises to encourage stronger relationships between individual team members. Create a workplace that supports employee well-being, success and enthusiasm for work. Value diversity and think about how you can build trust and respect among team members. Support open communication, sharing of ideas through an inclusive work culture.
- Build communication Give your team tools to drive open communication and encourage team members to communicate clearly to each other. Keep team members updated about project changes and news, and they will feel included and alerted to what is going on. Make sure both opinionated and quieter team members feel their voices are heard.
- Always pay attention As part of the organisation’s leadership, you should always be paying attention to your team and know what is going on. Look out for unacceptable behaviours such as bullying, groupthink and freeriding so you are ready to address them right away. Reinforce positive behaviours like successful collaboration, sharing of ideas, trust and respect. Excellent group dynamics can facilitate employee productivity and satisfaction while allowing your teams to reach their set targets on time. However, teams with excellent dynamics still require ongoing observation, correction and guidance, so be prepared to continue providing your team with the leadership and training they need to thrive. Goal of team Improve efficiency Many teams may aim to improve the productivity of their department and make better use of their resources. Goals to improve efficiency are especially common in teams that are involved in labor-intensive work, such as production and assembly. Efficiency goals can be used in any setting, however. For example your team wants to start submitting advertising campaigns ahead of the deadline to impress your clients. This means that your team needs to work efficiently.
Come together and set a goal to submit your campaign a week in advance of the deadline. Then you set other measurable milestones to help meet that goal, such as submitting a draft of the campaign a week from your initial goal-setting meeting. L01 PART Part 3 Step 1: i use smart goal and applicate his conditions SMART goals is a popular method for measuring your success. Your goals should be specific, measurable, assignable, realistic, and time-related (SMART).
Specific
The more specific you can get, the more accurately you’ll be able to evaluate your event. A specific goal is also easier to convey to your team
Measurable
It’s very useful if you can quantify your success and put a number on it. That number can be ticket sales, money raised, or social media engagement project development
Assignable
Each goal should be assigned to a person or a team. That way, you will know who is ultimately responsible for achieving that specific goal (persons need to rent of meeting rooms ,structures responsible,planning team ..etc)
Realistic
Perhaps most importantly, your goals should be realistic. Failure to set realistic goals will only result in the failure of your event as a whole
Time-related
Finally, you should specify the time-frame in which you will achieve your goals. That could be months, weeks, or days depending on the size of your event
Part 4/ Introduction In this task we have to train A problem is generally considered to be a task, a situation, or person which is difficult to deal with or control due to complexity and intransparency. In everyday language, a problem is a question proposed for solution, a matter stated for examination or proof Problem Solving Methodologies are processes through which a situation or issue may be analyzed and solutions implemented. Different methodologies may be optimized for specific applications.
Here is a 6-step problem solving technique
Identify the problem: In order to detect the problem, it’s important to list
out the factors involved.
Describe the problem: Clarify all the ‘known’ and ‘unknown’ elements
in the problem.
Find multiple solutions: Can all the ‘known’ and ‘unknown’ elements
be connected in a way that reveals the solution? Do we have sufficient
knowledge to identify the solution? Is there more than one solution?
Investigate the solutions: Identify the best solution for solving the
problem.
Apply the chosen solution to the problem: Test your solution and
cross-check the result with all the original information provided.
Evaluate the results: Are you happy with the result? Did you expect
this answer? Does it appear to be correct?
Justification
First we need to know what is the problem ‘identify task between team
members’ that he can explain better what think need to solve then we need
more details about that problem so we need to describe the problem to each
member of our group to get a good vision of every part of the Project and how
can he do good organisation for our event after that we need to find a multiple
solutions for that problem doing plan and deliver the training event next we go
to the step of knowing the best solution match with our problem and more
effective to reach our commun goal of group plan in the step of investigate the
solution after we need to test the validate solution if it’s applicable in ‘apply the
chosen solution’ step and finally see if you get the results that the group
expected from this solution after evaluated the results in the Project
.
