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Unit 2: Promote Professional Development

Table of content

Units Page

1.0 Understand principles of professional development 2-4


2.0 Be able to prioritize goals and targets for own professional 5
development
3.0 Be able to prepare a professional development plan. 6-7

4.0 Be able to improve performance through reflective practice 7-10

Bibliography 11-13

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1.0 Understand principles of professional development

1.1 Explain the importance of continually improving knowledge and practice

Professional development refers to both efficiency and knowledge acquired for both
personal development and career growth. I think the importance of regular
improvement in my knowledge and work practice is to ensure that I can follow all the
best and current guidelines for health and social care values, laws and good habits in
my current work. Improving professional development is not only for the company I
am working for, it is also for me. From the various types of training, courses I am
acquiring knowledges about new things which I can apply at my workplace. At the
same time I will be efficient enough to give the best service to the service users.

Continuing professional development program is helping me to improve and do well


in the workplace which can lead to my promotion in near future. Apart from that, as I
am the manager of the homecare department, I must deal with my staff, my residents
and with the relatives of my resident. Therefore, I have been supervising all areas of
management in an intelligent and efficient way following the laws prescribed by CQC.

1.2 Analyse potential barriers to professional development

The potential barriers to professional development are:

 Training is the most important part of any organization. If there will be any
lacking on the budget of training it would be the greatest barrier to potential
development (Brown and Mclyntyre, 2010). So the training budget should be in
place and have to agree each year to keep up to date. Otherwise the company
will lose to get the latest upgrade systems and staff if they are not getting proper
training.

 If there is no responsible staff. Some staffs are looking for only their benefits;
salary, promoting, and award etc. if the staffs is not supportive then obviously
it is a potential barrier to professional development of a company.

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 Adequate time needs to be set aside for each staff member so that they
understand and are confident it what they are learning (Chapman, 2012).

 No encouragement from management or senior staff.

 Regular recommendations are inadequate- the employee needs to get the


opportunity to talk privately if they need any help regarding their job. It helps
the management to have an open-door policy so that the employees do not
have to wait for monthly supervision and improve every day from management
experience.

The above barriers are organizational barriers. Apart from that there are some
personal barriers that can also prevent professional development. The personal
barriers could be low self-esteemed, transport issues, childcare issues, and
sick/holiday time etc.

1.3 Compare the use of different sources and systems of support for
professional development

Professional development is an ongoing learning process which includes specific


area, potential development skill in the job area that increase knowledge of
performance. It can be a channel either formal structure or informal structure. The aim
of professional development is to increase thinking, feeling, engaged, and activities
which are divided into three components such as behavioral, attitudinal, and
intellectual (Evans, 2011). However, there are many sources of support for
professional development in health and social care. The major areas are given below:

Sources Strength weakness

Books Very Informative Quickly out dates

Internet and online based Easy access and huge information Not always reliable

Training Courses Very effective and sharing knowledge Depends on the organization
financial ability
Formal Support Regular evaluation and appraisal it needs to high commitment
helps employee to improve
themselves
Informal Support Getting Information and Support from sometimes it could be
peers and colleagues misleading and ineffective

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Supervision very effective process could be biased and unfair treats

1.4 Explain factors to consider when selecting opportunities and activities for
keeping knowledge and practice up to date.

To consider and choose the best resources, training and opportunities to continue with
knowledge and practice. It is important to consider each employee to improve their
personal needs of the background and the service or function they are used to use.
Efficiency for staff The CPD framework has been improved to help employers to
ensure that their employees are trained to meet the changes in the social care field
(Day et, al, 2004). Each employee must help to develop a personal profile such as
specific details of providing a profile based on the activity of each employee of the
employees, along with relevant national professional standards and other eligibility
details and specifications of people. It helps to Identify the learning and development
needs of each employee related to this skill and rearrange their personal development
plans (PDP). The workers will be identified for their continuous professional
development (CPD). The CPD methods you use will be communicated through the
individual and the PDP profile. Moreover, every worker should apply a person-centric
approach to the PDP that they must learn and to follow their needs properly, to believe
and encourage their encouragement and commitment to emotional education
(Johnson an dmcClean, 2008). Therefore, Efficiency leadership and management
strategy (SFC2006) defines the need for implementation of the CPD system of health
and social assistance organizations so that individuals and organizations can
effectively implement CPD.

2.Be able to prioritize goals and targets for own professional development

2.1 Evaluate own knowledge and performance against standards and benchmarks

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As an assistant manager I have responsibility to engage employees and myself in
continuous professional development in order to enhance knowledge and skills.
Continues professional development is a process to enhance my duties and
responsibilities in terms of positive relationship with staff, parents, service users, and
entire facilitators.

My main focus is to provide professional feedback to the service users, and in case of
children to their parents. In addition, learning and development is being conducted
with efficient and experienced instructor so that an appropriate planning is in place to
follow required standard. Moreover, it must ensure health and safety rules are followed
in the care home. In that case all staff are accountable and responsible to the NMC
whom set out bench marks and standard which nurses must adhere to in order to
continue practice (Mitchell, 2013).

2.2 Prioritize development goals and targets to meet expected standards

To meet expected standard it is required to set out a plan. Plan will help me to view
update of the work and everyone will understand their job and objectives. The main
objective of my role to meet standard development in terms of health and social care
home target. The objectives are also related with time scales and financial ability which
is directly related with my job role as an assistant manager. However, I need to focus
to reduce gap between my strengths and weakness. It is also assisting me to conduct
a fair and neutral appraisal system for my sub-ordinates and ensure a proper
development program whom really need it. Because training can provide proper guide
line to the employees and engage in the job to achieve target (Johnson, 2011).
Moreover, I need to review assessment process and further development models
through different learning system to ensure learning skill and knowledge is effective
for myself to meet expected standard.

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3 Be able to prepare a professional development plan.

3.1 Select learning opportunities to meet development objectives and reflect personal
learning style

Learning style helps individual to familiar with system learning process which open the
door for individual to get more opportunities. Learning style has been developed by
Peter Honey and Alan Mumford and they found four types of learning style such as
Activist, Theorist, Pragmatist and Reflector (Banks, 2006).
From the above classification of learning style, I believe my learning is based on
pragmatist style because I am working as an assistant manager and I have to play
role double standard. The term double standard used here as a metaphor which
literally means I have to work as a management and also as a coordinator for the down
line staff (Cameron et, al, 2013). Therefore, my learning style is much more pragmatic
and realistic which is like workshop and training program. I believe it is very essential
in the health and social care and ongoing improvement knowledge. It also provides
new knowledge, recent relevant issues, and effective development process. I love to
increase my new skill, knowledge which is related with my career and working practice
area.

3.2 Produce a plan for own professional development, using an appropriate


source of support.

As I have mentioned many times that I am working full time as an assistant manager
in care home. Therefore, I do not have enough time to go to University for learning on
full-time basis. But there are many types of learning options available. I have chosen
continuing professional development system for myself which provides me the current
role of my job and activities. Like many other organisation my care home also have
continuing development system which helps to improve current role and activities. The
process has been depended on the following some objectives such as review, plan,
and action.

3.3 Establish a process to evaluate the effectiveness of the plan

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A professional development plan is undoubtedly effective and enhance individual
efficiency. It is also used as a tool to evaluate professional activities. It is also defined
as the planned program for employees and faculty in achieving knowledge and
improve skills (ABHE guide, 2009). The core elements of the price to evaluate the
effectiveness of the plan is given below:
a. Set out the goal and aspiration of the plan
b. Description of the field of interest and area
c. added previous completed professional development activities
d. set out a time scale of the future development activities
e. Setting plan with email, brochures, website, and social media

The plan can bring more effectiveness such as to enhance skills for current job role,
educational activities, limited resource towards greatest return on investment,
efficiency on budgeting and planning processes, and fill up the gap of the current and
contemporary knowledge in the interest field (Ashkens et, al, 2002).

4 Be able to improve performance through reflective practice

4.1 Compare models of reflective practice

Reflective practice is a process which considered as self-awareness, challenging, and


objectives. Reflected practices have been raised and especially in different branches
and in the context of professional matters expand their fields; With each his own
difference and density (Thompson and Thomson, 2008). It is widely appreciated that
the purpose of reflective habits is to improve performance, which is manifested through
the development of energy analysis and skills. However, Anderson (1996) points out
that reflection in professional practice "cannot be returned, it can improve the core".
Examples and reflective experiences are highlighted as learning units and an
evaluation tool, which includes steps for integrating the illustrated example as part of
the integrated work learning experience. Features of a Reflective Practitioner (Thorpe,
2004) is a clear understanding of what the refined approaches. There are three models
of reflective practices such as Jenny Moon model, Gibbs model, and kolb model. From
the among three models I believe Moon model will more suitable for me. Moon models

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has been focused on common sense which includes form of mental processing. It has
been outlining on the fact of materials and action which directly related with health and
social care. It has been taken into five stages for reflective performance which assist
me to enhance my knowledge. The five stages are notice, making sense, making
meaning, working with meaning, and transform learning (Moon, 2001).
4.2 Explain the importance of reflective practice to improve performance

The importance of reflective practice in the health and social care is very significance
because it helps to improve employee’s skills, and performance. It allows to analysis
current situation and reduce gap between theories and practice. It increases self-
awareness, emotional intelligence, and better understanding. For reflective practices
to make a difference, caregivers must build a reflection culture among their
employees. The rebuilding managers can make good decisions, give good care to the
practitioners, and more social care. For individuals who need to work effectively with
the vulnerable and complex people involved in the practice of reflecting, Wyer
recognized exemplified by a recent report seen in the best practices for developing
psychological informative approaches to working with such homeless. A culture of
reflective practice is being considered as a person's effort rather than the inclusion of
reflection practices among all levels of the sequence in the sequence. It ensures that
the thoughtful service for a thoughtful, thoughtful approach is appreciated for good
care, good decisions and respect for the excellence of care quality across the
organization. Continuous interrogation of the assumptions of both the individual and
the organizational levels, the thoughts of thoughtful practice, and which should lead to
continuous transformation and progress, being identified by 'learning agency' should
be a process in the adopted way. For physicians and other practitioners, it is important
to be able to access the reflective place that restrictions are freed from the explicit
imposition under the supervision by administrative functions. In other words, a
reflection culture outside of the case or management is important.

4.3 Use reflective practice and feedback from others to improve performance

Finally, effective reflection requires that participants have an appropriate vocabulary


that enables them to use their intellectual processes. Practicing practitioners’ health

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and social care organizations in the consciousness services spread to people and
psychological dynamics spread beyond the concerned formal professional knowledge
(clinical training is not ruminating), as well as the effects of their work as their people
and as an understanding of their own mental processes in the process. From my
experience the first step is to design a strategy that includes a range of locally relevant
solutions. On the other hand, Qualified clinicians, especially those who provide
services especially to complex users, may benefit from outwardly facilitative reflective
groups in addition to their clinical guidelines. Other clinical teams may benefit from
internally tailored reflective work, for example, there is no direct contact with them,
with managed monthly management operated managed facilities.
'Potential benefits are huge: make better decisions, better and more human services,
increase employee welfare’. The managers and the inefficient clinical assistants, both
teams can be benefited from the opportunity focused on specially reflective practice,
because both groups are often neglected by access to professional development
opportunities and training. There are many options available to identify the needs for
reflective practice in this staff group. I've worked with a number of non-clinically
qualified staff in a range of health and social care settings, as well as a monthly
reflection group earning 15 benefits for participants (Fook, 2012). The effect of the
training of their managers is that the group practitioners, which were more confident,
to help more reflective exercises, were aimed at in such a way that they found
supportive input for cooperating their case supervision and group support and
managing the pressure.
Managers have found similar external benefits groups, but it is found that quarterly
meetings are convenient enough to meet their needs. As far as reflecting sessions can
help with thoughts and decision-making solutions to cope with the pressure and burn
out, it is my assumption that the boards and senior executive teams themselves
committed themselves in the work of reflecting, can expect the same advantages with
huge implications, to facilitate their organization, Trained and reflective of this type of
group, which reflects the cost-effective practice By the way all organizations can be
used to run, can not be supported.

4.4 Evaluate how practice has been improved through:


Reflection on best practice
Reflection on failures and mistakes

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I have made some improvement by reflective process. I have implemented reflective
process in the care home and got benefited. Various models of reflection are
supported across the reflective processes. Reflection model Gibb (1988) and model
reflectivity Atkin and Murphy (1994) reflect a rotational approach, by which reflection
is continuous and promote a linear process. I have discovered that in this case, since
I could not have done at one stage of reflection after one, but I often came into them
often working in all the systems that affected the system that returned to my
conceptual starting point several times in front of establishing a holistic understanding
that included I was making a comprehending journal of complex problems to build my
understanding and not mine Their thought process, and encouraged me to justify what
steps he (White, 2001) has taken. Support for co-workers and supervisors was
valuable in this process (Roach, 2002). Peeping (2006) rightly out of that point to start
the reflection process described above as above, and the most useful to develop a
model that was most suitable for me and to reflex.

Social care is traditionally designed as a professional who knows better, and so that
the practitioner has the most power (Healey, 2005), which comes under the influence.
Dynamics of power are slightly different in a non-legal environment, as I was working.
However, this dynamic of power cannot be ignored and all social work habits cannot
be underlined. I recognized the intrinsic energy dynamics from the beginning of my
interaction with JK. I recognized that while there is a relation between an unequal
power dynamics, usually partners with more power to benefit from the interaction
(Milner and O'Byrne, 2002). So it is important to listen to the perspectives of social
workers with whom they work and are willing to take paranormals different from own
or paradigm (Milan and O'Byrne, 2002).

Mistake is allowed as we are all human being. I believe my confidence and ability how
to overcome from my own mistakes. There are many reasons to admit mistake and
valued in culture. It is common that need to discover self-identity and be courageous
to overcome mistake in achieving a good lesson through three things such as situation,
self-confidence, and courage.

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