Higher Nationals
Internal verification of assessment decisions – BTEC (RQF)
INTERNAL VERIFICATION – ASSESSMENT DECISIONS
Programme title
BTEC Higher National Diploma in Computing
Assessor
Unit(s)
Assignment title
Internal Verifier
Unit 03:
Professional Practice
Work Related Learning Report: Design and Deliver a Training
Programme
Student’s name
List which assessment
criteria the Assessor has
awarded.
Pass
Merit
Distinction
INTERNAL VERIFIER CHECKLIST
Do the assessment criteria awarded
match those shown in the assignment
brief?
Is the Pass/Merit/Distinction grade
awarded justified by the assessor’s
comments on the student work?
Has the work been assessed
accurately?
Y/N
Y/N
Y/N
Is the feedback to the student:
Give details:
• Constructive?
• Linked to relevant assessment
criteria?
Y/N
Y/N
• Identifying opportunities for
improved performance?
Y/N
• Agreeing actions?
Y/N
Does the assessment decision need
amending?
Y/N
Assessor signature
Date
Internal Verifier signature
Date
Programme Leader signature (if
required)
Date
Confirm action completed
Remedial action taken
Give details:
Assessor signature
Date
Internal Verifier
signature
Date
Programme Leader signature
(if required)
Date
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Higher Nationals - Summative Assignment Feedback Form
Student Name/ID
Unit Title
Unit 03:
Assignment Number
1
Professional Practice
Assessor
Submission Date
Date Received
1st submission
Re-submission Date
Date Received 2nd
submission
Assessor Feedback:
LO1 Demonstrate a range of interpersonal and transferable communication skills to a target audience
Pass, Merit & Distinction
Descripts
P1
P2
M1
D1
LO2 Apply critical reasoning and thinking to a range of problem-solving scenarios
Pass, Merit & Distinction
Descripts
P3
P4
M2
M3
D2
LO3 Discuss the importance and dynamics of working within a team and the impact of team working
in different environments
Pass, Merit & Distinction P5
P6
M4
D3
Descripts
LO4 Examine the need for Continuing Professional Development (CPD) and its role within the
workplace and for higher level learning
Pass, Merit & Distinction P7
P8
P9
D4
M5
Descripts
Grade:
Assessor Signature:
Date:
Resubmission Feedback:
Grade:
Assessor Signature:
Date:
Internal Verifier’s Comments:
Signature & Date:
* Please note that grade decisions are provisional. They are only confirmed once internal and external moderation has taken place and grades
decisions have been agreed at the assessment board.
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Assignment Feedback
Formative Feedback: Assessor to Student
Action Plan
Summative feedback
Feedback: Student to Assessor
Assessor signature
Date
Student signature
Date
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Pearson Higher Nationals in
Computing
Unit 03: Professional Practice
Assignment 01
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General Guidelines
1. A Cover page or title page – You should always attach a title page to your assignment. Use previous
page as your cover sheet and make sure all the details are accurately filled.
2. Attach this brief as the first section of your assignment.
3. All the assignments should be prepared using a word processing software.
4. All the assignments should be printed on A4 sized papers. Use single side printing.
5. Allow 1” for top, bottom , right margins and 1.25” for the left margin of each page.
Word Processing Rules
1.
2.
3.
4.
The font size should be 12 point, and should be in the style of Time New Roman.
Use 1.5 line spacing. Left justify all paragraphs.
Ensure that all the headings are consistent in terms of the font size and font style.
Use footer function in the word processor to insert Your Name, Subject, Assignment No, and
Page Number on each page. This is useful if individual sheets become detached for any reason.
5. Use word processing application spell check and grammar check function to help editing your
assignment.
Important Points:
1. It is strictly prohibited to use textboxes to add texts in the assignments, except for the compulsory
information. eg: Figures, tables of comparison etc. Adding text boxes in the body except for the
before mentioned compulsory information will result in rejection of your work.
2. Carefully check the hand in date and the instructions given in the assignment. Late submissions
will not be accepted.
3. Ensure that you give yourself enough time to complete the assignment by the due date.
4. Excuses of any nature will not be accepted for failure to hand in the work on time.
5. You must take responsibility for managing your own time effectively.
6. If you are unable to hand in your assignment on time and have valid reasons such as illness, you
may apply (in writing) for an extension.
7. Failure to achieve at least PASS criteria will result in a REFERRAL grade .
8. Non-submission of work without valid reasons will lead to an automatic RE FERRAL. You will then
be asked to complete an alternative assignment.
9. If you use other people’s work or ideas in your assignment, reference them properly using
HARVARD referencing system to avoid plagiarism. You have to provide both in-text citation and
a reference list.
10. If you are proven to be guilty of plagiarism or any academic misconduct, your grade could be
reduced to A REFERRAL or at worst you could be expelled from the course
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Student Declaration
I hereby, declare that I know what plagiarism entails, namely to use another’s work and to present it as
my own without attributing the sources in the correct form. I further understand what it means to copy
another’s work.
1. I know that plagiarism is a punishable offence because it constitutes theft.
2. I understand the plagiarism and copying policy of Edexcel UK.
3. I know what the consequences will be if I plagiarise or copy another’s work in any of the
assignments for this program.
4. I declare therefore that all work presented by me for every aspect of my program, will be my own,
and where I have made use of another’s work, I will attribute the source in the correct way.
5. I acknowledge that the attachment of this document signed or not, constitutes a binding
agreement between myself and Pearson, UK.
6. I understand that my assignment will not be considered as submitted if this document is not
attached to the assignment.
Student’s Signature:
(Provide E-mail ID)
Unit 3
Date:
(Provide Submission Date)
7
Higher National Diploma in Business
Assignment Brief
Student Name /ID Number
Unit Number and Title
Unit 3: Professional Practice
Academic Year
2022/23
Unit Tutor
Assignment Title
Work Related Learning Report: Design and Deliver a
Training Programme
Issue Date
Submission Date
IV Name & Date
Submission format
The submission should be in the form of an individual report written in a concise, formal business style using
single spacing (refer to the assignment guidelines for more details). You are required to make use of
headings, paragraphs and subsections as appropriate, and all work must be supported with research and
referenced using Harvard referencing system. Please provide in-text citation and a list of references using
Harvard referencing system. Please note that this is an activity-based assessment and your report should
include evidences to the activities carried out individually and/or in a group.
To carry out the activities given on the brief, you are required to form groups, comprising maximum of 6
members.
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Unit Learning Outcomes:
LO1 Demonstrate a range of interpersonal and transferable communication skills to a
target audience.
LO2 Apply critical reasoning and thinking to a range of problem-solving scenarios.
LO3 Discuss the importance and dynamics of working within a team and the impact of
team working in different environments.
LO4 Examine the need for Continuing Professional Development (CPD) and its role within
the workplace and for higher-level learning.
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Scenario
Assume yourself as the event coordinator working in an event planning organization specialized in delivering
trainings on IT and soft skills. you have been appointed to design and deliver a training event on IT /Soft Skills
to an identified audience. You are required to complete the project within 2 months and the training plan
and resources should be finalized as per the requirement of the client.
You are required to form a group of not more than 10 members in order to carry out the event. The event
will be headed by an event manager/ leader and each group member will be assigned a set of tasks. While
designing and delivering the event,
•
the skills required to make the event successful
•
challenges faced during the design/ delivery
•
Critical evaluation of the problems, challenges faced and the methods used to overcome them
•
The need for continuously develop in a professional environment
Need to be thoroughly considered.
At the end of the event, produce an individual report by each member covering the following tasks.
Task 1:
Demonstrate how you are planning to effectively deliver the training event by designing a professional
project plan with following details.
•
Roles appointed to group members and an evaluation of interpersonal skills of each member that
justifies the assigned role in the team.
•
Goal and objectives of the project
•
Evidence to the communication styles and formats used to communicate with the client and the
team members and the findings/ outcomes of the communications.
•
Challenges/ problems identified and the plan to overcome them
•
A professional project schedule with the activities, milestones and contingencies identified to
demonstrate the effective time management skills in order to plan the training .
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Task 2
Research different problem-solving techniques that can be used to solve the identified problems in task 1
and demonstrate how critical reasoning can be applied to identify a solution to the identified problems in
planning and designing of the training event.
Critically evaluate the solution methodology used to solve one of the identified problems and justify how
selected methodology helped you to successfully solve the problem and achieve the project objectives.
Task 3
Work in your team by contributing your skills and knowledge to meet the project goal. Critically evaluate
your own role and contribution to the group for the completion of the training event.
Discuss the importance of having dynamic team members in a group to meet its goals by referring to the
role assigned to the group members and analyse how team dynamics among your group members effectively
helped to achieve the shared project goal.
Task 4
Discuss with examples, the importance of continuous professional development (CPD) in a work setting by
evaluating the range of CPD criteria that can be used to measure the effectiveness of your employees in your
organization.
Produce a continuous professional development (CPD) plan using the criteria identified above with relevant
to the responsibilities, required skills, performance objectives for the members of your team. Review
different motivational theories and discuss how they can be helpful to improve the performance of the team
members and meet the objectives of the developed CPD plan. Justify how the developed CPD supports in
building the motivation of your team.
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Table of Contents
Task 1 .......................................................................................................................................................... 16
Acknowledgment ........................................................................................................................................ 16
1.1 Introduction .......................................................................................................................................... 16
My Team Members and Roles .................................................................................................................... 18
What are interpersonal skills? .................................................................................................................... 18
Communication ........................................................................................................................................... 19
Emotional intelligence ................................................................................................................................ 19
Leadership ................................................................................................................................................... 19
Negotiation ................................................................................................................................................. 19
Teamwork ................................................................................................................................................... 20
Active Listening ........................................................................................................................................... 20
Problem solving........................................................................................................................................... 20
1.2 Goals and Objectives............................................................................................................................. 20
Types of Goals ............................................................................................................................................. 21
What Are Objectives? ................................................................................................................................. 22
Strategic Objectives .................................................................................................................................... 23
Tactical Objectives ...................................................................................................................................... 23
What are project objectives? ...................................................................................................................... 23
Goals and objectives of the project? .......................................................................................................... 24
1.3 Evidence to the communication styles and formats used to communicate with the client and the
team members and the findings/ outcomes of the communications. ....................................................... 26
1.4 Challenges/ problems identified and the plan to overcome them. ...................................................... 28
What are Challenges ? ................................................................................................................................ 28
Types of Challenges .................................................................................................................................... 29
Having Limited Resources ........................................................................................................................... 29
Having Technical Complexity ...................................................................................................................... 30
What are Problems? ................................................................................................................................... 31
Types of problems....................................................................................................................................... 31
1.5 A professional project schedule with the activities, milestones and contingencies identified to
demonstrate the effective time management skills in order to plan the training. .................................... 32
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TASK 2 ..................................................................................................................................................... 34
Problem-solving techniques ................................................................................................................... 34
Introduction ............................................................................................................................................ 34
Root Cause Analysis (RCA) ......................................................................... Error! Bookmark not defined.
STEPS .......................................................................................................... Error! Bookmark not defined.
5 WHY...................................................................................................................................................... 34
HOW 5WHY DELIVERED IN THE PROJECT. .............................................................................................. 35
EXAMPLE – WHY SOME STUDENTS THINK TRAINING IS BORING ........................................................... 35
SWOT ANALYSIS ...................................................................................................................................... 36
How SWOT delivered in our project. ...................................................................................................... 37
BRAINSTORMING .................................................................................................................................... 38
Keys of Brainstorming ............................................................................................................................. 38
How these Keys delivered on our event ................................................................................................. 38
Quantity Over Quality ............................................................................................................................. 38
No Criticism ............................................................................................................................................. 38
Combine and Improve Ideas ................................................................................................................... 39
DRILL DOWN TECHNIQUE ....................................................................................................................... 40
How we use drill down technique Steps in the project .......................................................................... 40
CRITICAL EVALUATION OF THE SOLUTION METHODOLOGY .................................................................. 41
Identified problem .................................................................................................................................. 41
Solution Methodology ............................................................................................................................ 41
Critical Evaluation ................................................................................................................................... 41
Feedback forms for continuous improvement ....................................................................................... 42
Justification of the Use and Application of Various Methodologies in Event......................................... 43
Design and delivery ................................................................................................................................. 43
SWOT Analysis......................................................................................................................................... 43
Drill Down Technique .............................................................................................................................. 43
Brainstorming.......................................................................................................................................... 44
Gantt Chart ............................................................................................................................................. 44
Evaluation of the Overall Success of the Leadership Training Event ...................................................... 45
End Goal .................................................................................................................................................. 45
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Task 1
Acknowledgment
I am grateful from the bottom of my heart as I wind up this assignment to all my lecturers and
friends who supported me in completing it. Besides, Mr. Shanaka Anuranga my Professional
Practice lecture, imparted knowledge on the subject matter and supported me until the end of this
assignment which made it a success.
1.1 Introduction
In the subject of Professional Practice, Our team got task to do a presentation regarding gain
knowledge in “What is leadership” for a group of prefects in a school who are going to be great
leaders in the future. So, with the hardship of our team members we dedicated to end up the
presentation successfully within the given time period. The team members decided to give
knowledge to the prefect board about the leadership in deferent ways. Therefore the members
shared their knowledge with the prefects and did some activities to teach them the exact meaning
of the leadership without getting bored. Our team successfully gave a 2hours and 30mins
presentation about leadership and refreshments also given during the session. After successful
presentation we asked for feedbacks to get a confirmation about our task has been successfully
done or not.
When selecting a location has to be viable in terms of practicality while also aiming to support
the improvement of the educational process of learners. For this project, the criterion followed
through while choosing the centres include: Accessibility: In this selection process, consideration
is given to the ease through which the trainees can access the centre, this makes it possible for
the centre to be either at the school area or surroundings. Facilities: It is the available amenities
in the centre that will be used in the prefect which include, computers/internet where we have
more space for gaming and where we can share our presentation so easily and without
disturbance.
For a successful event needs a good understanding and characteristic target audience. The target
audience was a prefect board of a school and who are new to the professional skills. The
participant were not professionals but we decided to give the training successfully for their better
future. And their experiences, knowledge and ideas will be valuable for the other students and
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the school as well. They may be currently not great at leading others but they express a lot of
interest while seeking to advance their knowledge from us.
Furthermore, to conduct this project successfully within a school setting, getting the permission
was crucial in first step. So we plan to give proposal to St.Marries school but we failed to
manage our time and get approval from them and again we gave a proposal to another ascool
called Sisuviru Collage and this involves a well-structured letter which mentioned all the
objectives, benefits, and logistics of the training event, ensuring that it aligns with the school’s
goals and policies. By doing so, we got permission with the support of some teachers who are
staff members of the school to deliver a valuable and impactful learning experience for the
prefect board of the school.
And the stakeholders who played crucial role in this event gave a great support for the betterment
of this project. The key stakeholders were, prefects, principal, teachers, trainers, event
coordinating team, community partners who support with financial and the bakers who prepared
refreshments for a low budget. Engaging and managing of deserve stakeholders make our project
easier and good for a successful event.
To accomplish a successful training event with a school setting each and every stage, starting
from the selection of the right team members, forming a good team, and selecting an ideal place
right up to the selection of facilitators for a particular event are very crucial in determining the
success of the event.
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Roles appointed to group members and an evaluation of interpersonal skills of each
member that justifies the assigned role in the team.
My Team Members and Roles
Group Leader – Imalsha
Assistant Group Leader – Fathhan
Treasurer – Shella
Secretory – Nethmi
Presentation in charge – Enuka
Presenters -
What are interpersonal skills?
Interpersonal skills are the personal attributes and manners we exhibit when we are with
others.Some are personality traits that are inherent, and then there are those which have been
adapted by people in specific social situations.The deployment of our interpersonal skills in a
certain situation is always a self-conscious decision and the particular nature of this decision will
be the key to determining our impact on others and eventually our employability. The
cooperation between the employees will be another factor to the profitability. Interpersonal skills
are the ones that will keep the wheels of the communication going so that you can either resolve
a conflict, gain someone's respect or comprehend what someone is trying to say.
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Communication
The proper communication of the ideas in verbal, written and visual ways is the main thing that
contributes to the good delivery of the right messages and getting the appropriate guidance.
Emotional intelligence
Assessing other people's thoughts and the reasons for their certain actions is a very complex task.
Listening to emotions and being able to express your own feelings is necessary in a caring and
compassionate working environment where kindness and sensitivity are the main qualities.Even
the interpersonal abilities which are not that common such as empathy can also be learned.
Honing the art of putting yourself in someone's shoes and viewing the world through their eyes
produces a unique perspective, which can, in turn, guide your own actions.
Leadership
Leaders employ a long list of interpersonal skills to make the people around them work best in
any situation, thus they can inspire them to the highest levels and help them when the situation is
hard. The attractiveness of most leaders is closely related to the personal traits, but there are
many of the situational leadership aspects that can be learned despite this nonetheless. The fact
of having a team working together in the same direction is a very important accomplishment.
Negotiation
It is unusual that two persons or organizations want the same thing and have the same vision at
the same time. Negotiation interpersonal skills are essential when the compromises are needed
which are related to the commercial gain. The skills of critical thinking and problem-solving are
necessary to reach the ideal outcome, and the personal qualities of patience, perseverance and
positivity provide both parties the opportunity to attain their goals in a win/win situation.
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Teamwork
Teamwork is all about the realization of the impact of your own contribution, dependence on
others to help you when you need and sometimes you can be the leader. This skill of
communication belongs to the group of others. One cannot be a good team player without good
communication and listening skills.
Active Listening
Being attentive to others when they are speaking and ready to take steps is the most productive
of interpersonal skills. Prove your worries to the speaker, create a bond of trust, ask the related
questions and go towards a common understanding. When the conversation becomes clearer and
the responses are made, the difficult issue is solved or the conclusion is unexpectedly reached.
Listening actively is a communication skill that enables you to be in touch with the speaker and
concentrate on his message.
Problem solving
The process of locating a problem and finding a solution is not a task that can be completed by
oneself. Seeking the opinions of others and finding the best way of doing things is the most
important aspect of the interpersonal skills in this highly business critical of a field. Judgement of
a problem's potential solutions will inevitably depend on individual viewpoints and experiences,
hence, the more people that are involved in solving a problem the more likely, it is, that a more
creative solution will be found.
1.2 Goals and Objectives
• What are Goals ?
A goal is an idea of the future or the desired result that an individual or a group of
people imagine, plan and commit to achieve.
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Goals instead of the process let us express the choices we made and obligations
we bear to make more or less progress in regard to diverse life aspects.
Aims are what make us focus − figuring out what we want out of life. They
always keep us on our toes, constantly driving us forward and in a state of action.
Goals understood correctly and used in the pursuit of the life-maximizing possible
consequences will help you to get the most of this one life that you had.
Goals can be applicable to various spheres of our current life and they can also be
set up on the base of a certain period of time. To give you an example, life-based
goals can be personal development goals, career goals, educational goals, health
goals, family and relationship goals, spiritual goals, social goals, and so on.
First of all, the time can be utilized to set the goals given the fact that the goals
can be set according to their time-dimension, e. g. lifetime goals, long term goals,
short term goals, and stepping stone goals which are small unit goals that we
undertake to accomplish the short, long and lifetime goals.
Goals are used as the only measure of success ?
When goals become our only measure of success, we could get consumed with the
results we want to obtain that we ignore the process that will get us there. Process
goals and result goals come to mind on this. Most people set end goals rather than
process goals. Outcome goals are simply dependent on results while process goals are
based on doing the proper activities that will eventually lead to a great outcome.
Types of Goals
• Time – Bound Goals.
Time – Bound Goals means, The goals which we have to achieve within a
given time period. These goals will be short term goals or may be long term
goals. Therefore, the goals which are achieving within a specific timeline are
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suitable for special tasks. After certain periods of time, have a deadline makes
you work more efficiently and productively.
Ex: Doing a carwash only for 6hours in a day to collect money for
refreshment of the leadership training program.
•
Outcome – Oriented Goals.
Outcome - Oriented Goals means, The goals which are describe the future
results. These goals might have a time period. These goals helps teams to
imagine about the results of their efforts. In the meantime, outcome-oriented
goals help provide context and create incentives.
Ex: “We will able to collect money for refreshments from the carwash”
•
Process – Oriented Goals.
Process-oriented goals are the goals which are less aimed at a particular outcome and
more towards a behavior or action. These goals are responsibly the individual's
responsibility. These Goals focused on process help individuals to develop outcome
as they measure their progress instead of perfection.
Ex: By doing exercises at least for 30mins per day will improve overall health and
well-being, without focusing solely on achieving a specific weight loss target.
What Are Objectives?
Objectives are specific, measurable, achievable, relevant, and time-bound (SMART)
targets that support the achievement of broader goals. These are typically limited and easy to
calculate. No matter how small your goals are, having objectives will help for “log term
vision”.
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Strategic Objectives
Strategic goals means, which lay foundation for the implementation of the strategic plan, is
to set the plan direction at the beginning. Furthermore, this make a framework for making
decisions and make sure that the organization is on the correct path way to achieving its most
important tasks. These objectives are connected with mission, vision, and overall strategic
plan.
•
Mission and Vision
This strategic objectives are directly link with organizations mission and vision. They
reflect the overarching reason and goals of the organization, directing its activities
and activities in interest of its long-term objectives.
•
Adaptability and Flexibility
Strategic objectives should be versatile to changing outside situations and inner
circumstances. Organizations may need to alter their key targets in reaction to shifts
in advertise flow, developing openings, or startling challenges.
•
Focus on Key Priorities
Strategic objectives prioritize the most basic areas or openings for the organization's
success. They offer assistance to clarify where the organization should center its
resources and endeavors to achieve the greatest affect and competitive advantage.
Tactical Objectives
Tactical objectives are particular and measurable. These are assigned tasks with objective
measures. Tactical objectives are settled in key targets and ought to move you closer to
completing long-term objectives. Program supervisors, project managers, trade unit
supervisors, and independent groups typically set strategic targets
What are project objectives?
The primary objectives of the projects are to be the SMART (specific, measurable,
achievable, relevant and time-bound) goals that are the targets that the project has to set and
it has to be accomplished within the given time. These goals are the ones that can direct the
project planning, guidance, execution and evaluation, thus, they are the ones that control the
activities of the project team and stakeholders, therefore, the successful completion of the
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project. The project objectives are the main were and for the goals and the project activities
are the ones that are in line with the organization's priorities.
Key characteristics of project objectives include: Classes that display a projects view is:
Specific: The main idea of the article should be so outstanding that the reader will not be left
confused what it really means.
Measurable: The definitions, the techniques and the systems of evaluation, and the
parameters for the achievement and the progress should be in the process.
Achievable: He got the basis of the available resources, the timeframe, the constraints and
created a realistic and feasible plan which he called the plan of the project.
Relevant: The one who is the leader of a group project on which the shared goal and the
purpose are based is the one who makes the achievement of the project goal and the objective
possible.
Time-bound: The counter as well provides the occasion when the fixed date or the
completion date for the task is being announced.
Goals and objectives of the project?
Positioning oneself on a leadership learning training program using the prefect board of a
school was our project to be done. As a HND batch, we gave a training to teenagers to be
better leaders and the community embraces them. Our task was not only to give knowledge
but to face all the goals and the objectives of the project successfully.
•
Goals of the project
-
Clarity of Purpose
First, our aim was to establish a clear understanding of the expected outcome of
the leadership program. We fixed a date to communicate about our expectations
and we decided what are the information going to share with this chosen team
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like, leadership skills, competencies, or the behavior. In this point we needed to
ensure about the content, activities and the materials we prepared are directly
aligned with the goals of the training program.
-
Skill Development
It was crucial to ensure that our team members can apply their knowledge
affectively to their roles.
Communication Skills – As presenters all the members had to practice effective
speaking to speak in public through the presentation and speeches to gain more
personality to give the presentation to the prefect board and we engaged in
listening and summarizing.
Team Management Skills – As a team it was a big goal to lead the team towards
achieving common goals. So, our team leader decided to give assigned jobs to all
our team members.
Ex; Assistant leader – checking on group members assigned plans are
eligible.
Treasurer – Collecting money from the tickets for the refreshment fund and keep
all the bills, balancing the credits and debits from the fund.
Presenters – Practicing their role and give their best to share their knowledge and
information with the audience.
-
Improve Time Management and Productivity
To set a clear goal our team work on time to manage and productivity with
effective strategies and habits to optimize. To accomplish tasks efficiently we plan
and organized our time as per the leaders decisions, minimized distractions to
identify unnecessary interruptions, practiced task management techniques to list
down the actionable steps to set deadlines to the task and took regular breaks and
rest to be aware of stress and to improve focus.
•
Objectives of the project
-
Effective Team Management
To maximize the team productivity we needed clear communication with the team
members to share all the organized steps. And we collaborate decision making to
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involve team members to process possible decisions and help each other to
prioritized tasks and manage our time effectively.
-
Build Confidence and Presence
As a presenter we all need confidence in presenting in front any audience and as a
team we encourage our self – reflection to understand the personal strengths and
weakness to gain more confidence and rehears speeches and facial expressions to
practice key points and engage the audience.
-
Change Management Skills
This was very essential with our team because through putting into force and using the
change management competencies and practices, the leaders can effectively conduct
organizational change initiatives, neutralize oppositions, and realize favorable achievements
for their firm.
1.3 Evidence to the communication styles and formats used to communicate with the client
and the team members and the findings/ outcomes of the communications.
Introduction
In the leadership program, The current communication styles, formats and methods of
communication used with the client and team members are shown in this report. We desire to
showcase the influence of customizing our message in order to target the special characteristics
and interests of the audience appropriately through the results from the public relations activity.
Figure 1 WhatsApp Chat 1(EVIDENCE)
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Figure 2 WhatsApp Chat 2(EVIDENCE)
Figure 3 WhatsApp Chat 3(EVIDENCE)
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1.4 Challenges/ problems identified and the plan to overcome them.
What are Challenges ?
Challenges are the impediments, troubles, or issues that are experienced amid the method of a
venture or endeavor, which are the most causes of the delay or disappointment of the venture.
These issues can be caused by diverse sources, for illustration, the inner variables, which are the
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asset imperatives or the organizational elements, or the outside components, which are the
advertise conditions or the administrative changes. The issues identification and the way they are
illuminated are the most parts within the overcoming of the impediments and the
accomplishment of the objectives. The taking after are the foremost common sorts of issues that
ventures may confront.
Types of Challenges
Having Limited Resources
Resource Constraints means having limited or shortage in essential resources like, final
resources, human resource, material or equipment, or any other resource which need to
successful the project.
•
Resource Allocation and Prioritization
-
The tasks that are considered to be the most crucial are the ones that are prioritized
and the resources are distributed to them in a way that is proportionate to their
significance and the extent to which they influence the project objectives.
-
Plan the resources on the activities that have the highest value and which are directly
connected to the project deliverables and milestones.
-
It is worth the investigation of the methods of which the example is the critical path
analysis and use them to identify the activities that are the most vulnerable to the
limitation of resources and give them the highest priority to achieve the best results.
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•
Training and Development
-
Cross-training team members is the way to increase team's flexibility and resilience in
resource allocation and thus, helping the team to adjust to the changing project needs
and to fill the gaps as necessary.
-
The culture of lifelong learning and knowledge sharing should be cultivated in the
organization to enable employees to use their innovation and creativity to overcome
the resource constraints.
Having Technical Complexity
Technical complexity in a project is a task that needs very careful planning, expertise and good
management strategies to eliminate the challenges and guarantee the successful results.
•
Breakdown of Complex Tasks
-
The big projects or deliverables are split into the smaller and easily manageable parts.
-
Define the results or achievements that need to be attained and the goals to reach
them.
•
Documentation and Knowledge Sharing
-
Documentation and communication of information are the main parts of an incredible
extend administration which is very important for the case of a specialized
complexity.
-
Document incudes point by point data of technical requirements, plan specifications
and minor usage elements
-
The group should design the network of knowledge-sharing, so, the specialized
knowledge and the lessons learnt are shared and used properly.
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What are Problems?
Problem is defined as a challenge, obstacle, or issue that occurs during project
planning, execution or completion, thus hindering the progress or may even prevent
the achievement of project objectives. Problems are usually in different shapes and
can be due to both internal and external causes.
Types of problems
•
Risk Management Problems
-
The inability to recognize, evaluate or reduce the risks and uncertainties that may
affect the project goals.
-
The unexpected events or emergencies that occur in the project and the most
significant needs of the people are the reasons that make the projects to be altered and
adapted.
•
Communication Problems
-
Communication Breakdowns:
The channels or forms of communication that are not effective are the one that
obstruct the flow of the data among the extended group members and the partners.
-
Misalignment of Expectations:
The communication styles, social standards or dialect barriers that create a problem for
the group to work together and to understand each other.
•
Organizational Problems
-
Social standards, values, or practices within the organization that collaboration,
development, or adjustment to change.
-
Siloed or progressive organizational structures that prevent cross-functional
collaboration and coordination.
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1.5 A professional project schedule with the activities, milestones and contingencies
identified to demonstrate the effective time management skills in order to plan the training.
Professional Schedule of the event
Tasks
Start Date
End Date
Duration
18/03/2024
22/03/2024
5d
02/03/2024
27/03/2024
25d
Rehearsal Round
23/03/2024
01/04/2024
5d
Conduct The event
01/04/2024
01/02/2024
1d
Documentation and
06/04/2024
06/04/2024
1d
Select Topic for the
event
Assign roles to team
members
Research on chosen
topic
Delegate tasks for the
event preparation
Complete the event
schedule
Reporting
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TASK 2
Research different problem-solving techniques that can be used to solve the identified
problems in task 1 and demonstrate how critical reasoning can be applied to identify a
solution to the identified problems in planning and designing of the training event.
Critically evaluate the solution methodology used to solve one of the identified problems
and justify how selected methodology helped you to successfully solve the problem and
achieve the project objectives.
Problem-solving techniques
Introduction
Problem-solving ways cover several methods, which are designed to systematically address
issues and find efficient solutions to the problems. Problem-solving skills are certain techniques
that are used to analyze issues, discover the best solutions to those issues, and use the most
successful and capable activities to get issues settled. These specific strategies are genuine
literary pillars for leaders in times when there are complex cases, for informed decision making
conjointly for driving success to the end. In the event of planning a leadership training program
there were variety of problem-solving techniques.
5 WHY
5 WHY means determine where or why a training event seems to be of interest to few
individuals. On the other hand, 5 Whys is fundamental problem solving technique aimed at
identifying the real reason for a cause by saying why four times and then one time. This
technique was founded by Sakichi Toyoda of the industrialist who founded Toyota Motor
Corporation to check standards in his Toyota Production System.
The Fifth Why process is as follows: it is the process that starts with answering five questions in
a series to get to the roots of the problems. Consequently, with the option of solving an issue, one
is also able to prevent the possibility of its recurrence and in the process have to think of better
ways to solve it.
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Anon, (n.d.). Why Why Analysis Software India | Root Cause Analysis Software India. [online]
Available at: https://www.maintwiz.com/why-why-analysis/.
HOW 5WHY DELIVERED IN THE PROJECT.
EXAMPLE – WHY SOME STUDENTS THINK TRAINING IS BORING
•
WHY 1 – Why some students of the prefect board think training is boring?
Answer- Some presenters took too much time foe same explanation
•
WHY 2 – Why is the training content not engaging with the students?
Answer- Some words and slides were in heavy format
•
WHY 3 – Why is the training session got monotonous and heavy format?
Answer – Because some trainers didn’t use interactive training skills
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•
WHY 4 – Why are the trainers not using the interactive skills?
Answer – Because they were not practice with the interactive skills
•
WHY 5 – Why were the trainers not practiced with the interactive skills?
Answer – Because there was no importance of using training with interactive skills
during the trainer preparation phase.
SWOT ANALYSIS
The SWOT analysis is a strategic planning tool that
aids decision makers in the organization to carry out
evaluation regarding the Strengths, Weaknesses,
Opportunities, and Threats that appear on a project,
organization or a business venture. However this
approach builds the ability of organizations to know
themselves better and determine their strengths and
weaknesses as well as the external factors which
affect their decisions and strategy.
Romani, E. (2022). What Is a SWOT Analysis?
(Definition, How to Do One) | Built
In. [online] builtin.com. Available at: https://builtin.com/articles/swot-analysis.
Strengths
The strengths are the ideas, internal capabilities and assets which can assist an organization or a
project in achieving its goals and objectives besides affording it a competitive edge over the
rivals and competitors.
Weaknesses
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In this context, threats signify the internal factors which may be a disadvantage to the realization
of some goals within a given project.
Opportunities
Opportunities, therefore, refer to any existing factor that may be external to an organization or
project through which an organization or project could be able to harness something with a view
to adding value in the achievement of a given set of goals and objectives. Chances play a pivotal
role in assisting identify the realms of advance, progress, and rivalry.
Threats
Threats are factors that have potential on the negative on the organization or project are known
as threats. This hails in an effort to acknowledge threats with an aim of successfully
outcompeting their possibilities so as not to have terrible nuisances that may hinder progress.
How SWOT delivered in our project.
Strengths
Weaknesses
Having team with
great skills.
Limited budget for
necessary resources
Having effective
training instructions.
Having lack of well
skilled members
Valuable connection
with all the members
and other
stakeholders.
Difficulty of
maintaining the
interest in whole
training
Flexibility of
adapting and
changing
circumstances.
Some poor
communication skills
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Opportunities
Threats
Setting students with
new leadership ideas
to take demand in
future
Increasing the
competition between
leaders
Giving training for
different cultural
students can get
experience in
different
environments
Ex: Presenters
presented in different
languages.
37
BRAINSTORMING
Brainstorming is an original way of thinking and problem solving that help gather a lot of ideas
and solutions within a collaborative atmosphere. It cultivates the environment of an open- and
criticism-free thinking, thus staff are allowed to raise their ideas without having fear to be
mocked.
Generally, it is done in a verbal exchange where the participants gather to think up of ideas for
solving the given task. Yet, meanwhile, it provides opportunities for those confused in finding
the right solution to the problems. Sedentary activity of recalling the solutions for the problems
and note them down is the best activity where you can brainstorm by yourself. If you train your
mind to move to a pre-determined destination it will come up with many creative and effective
ways to reach the end point.
Keys of Brainstorming
• Quantity Over Quality
- This focus on creating many ideas as possible and the hypothesis is more of ideas
increases the way of finding more suitable solutions.
• No Criticism
- This means not allowing the negative feedbacks or the diagnosis ideas. This
encourages all the students to share their ideas freely and without any judgments.
• Combine and Improve Ideas
- This encourage to build great ideas with each other and combining and making them
strong makes better solutions.
How these Keys delivered on our event
Quantity Over Quality
From the start to end of all the presentation slides we make sure to question from the audience
by individually about how their ideas regarding relevant topics and talk about their solution with
all of them.
No Criticism
We always ask “Did you all understand what I am saying?” to make sure they got the exact idea
what we wanted to share with them and we gave them feedback forms to get their ideas about the
program.
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Combine and Improve Ideas
To get a better improvement of this key principal we planned to do some games with prefect
board.
Game 1 – Make a pyramid with plastic cup using balloons instead of using hands
In this we check about how they think about how they build the plastic cup pyramid by using
balloons. So, one team won within given time by using well communication with commanding
by one member and following the command by others.
Game 2- Doing a drama which can express what they got from our whole training event.
This was too nice and we were very happy with the result because the team members shared their
ideas with their team and show us dramas which can get a better out come with combination of
great ideas of everyone.
So, the brainstorming is a powerful thing which can make multitude of ideas and creative
solutions for problems.
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DRILL DOWN TECHNIQUE
The drill down technique is like breaking down big, tricky problems, data sets, or processes into
smaller, more manageable parts. This helps you figure out the main causes of issues, understand
all the nitty-gritty details in the data, and do really deep analysis. People use the drill down
technique in lots of different areas like data analysis, business intelligence, project management,
and problem-solving.
Anon, (2021). What is the Drill-Down technique?» SKILLTECS. [online] Available at:
https://skilltecs.com/what-is-the-drill-down-techniqu [Accessed 25 May 2024].
How we use drill down technique Steps in the project.
•
Identify the issue
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-
•
Break Down the issue
-
•
So, our team decided to note down all the roles that we have to play as a presenter in
the leadership program and share some thoughts of our own.
Analyze Subcomponents
-
•
When we are starting the project we were struglling to share the role play of our
members. It was difficult to identify our group member’s talents and give them exact
what they can play as a role model in the project.
Then, we examined every individual to give what they belongs to present.
Develop Solutions for Each Sub-Problem
-
By content review by the leader update the materials like, case studies, research
findings, and practical leadership challenges to make solutions for the presentation
problems.
CRITICAL EVALUATION OF THE SOLUTION METHODOLOGY
In this critically evaluation of the solution methodology used to solve presenters skills in the
leadership training event and justify how the selected methodology use to solve the problem and
the objective of the successful project.
Identified problem
Presenters lack skills to make presentation attractive and dynamic.
Solution Methodology
• Train the presenters
Provide an ongoing training session to practice the role to improve the delivery style.
•
Encourage Enthusiastic Delivery
Getting feedback from the audience to continuous the improvements of the presenters.
Critical Evaluation
Comprehensively develop training program for presenters
Strengths
-
The focused skills getting enhance of the team members who presenting the
presentation by focused skill enhancement.
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-
By keeping well- structured curriculum, ensure that all the trainers get a
comprehensive training to present the event successfully
Weaknesses
-
By placing practices for develop presenters skill need significant time, effort and
financial resources
-
Some presenters need resistance training to adopting the new methods
Impact
-
Presenters who participate for the practices got enhancement of their skills and
techniques to make session
-
Increasing participant engagement by improving skills led to more dynamic and
interactive leadership training program.
Feedback forms for continuous improvement
Strengths
-
By getting real time feedback from the audience can identify the skills and keep up
good skills for the future events
-
And feedback helps to identify specific areas for improvement to get more effective
decision for further training program
Weaknesses
-
Make sure the feedback was effectively implemented
-
By getting negative feedback could make some personal skills down
Impact
-
This feedback allowed to improve personal skills and also getting good feedback
make presenters more engaging and satisfied.
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Justification of the Use and Application of Various Methodologies in Event
Design and delivery
As pointed out when discussing the steps in designing and managing an event, and particularly,
the leadership training event as the type of the event under consideration, it is possible to notice
that it can be necessary to use various methods. This wide approach ensures that various fields in
as far as preparation, staging, implementation assessment, and enhancement of quality of the
event are addressed.
SWOT Analysis
Justification
Purpose is to evaluate the strengths, weaknesses, opportunities and threats in the event.
Application
Strengths – Well practiced presenters and high quality content.
Weaknesses – Limited budget, poor time management, gaps in some presenters
presenting skills.
Opportunities - Getting new contacts with people who wish to study higher education in
future and learning new technological skills.
Threats – Regular changes of presenter’s skills, competition, low budget.
Outcome
Facilitates and establishes a procedure to follow when planning an event, thus providing
for the formulation of an event that shall capitalize on strengths, overcome the identified
weaknesses, capitalize on opportunities and guard against threats.
Drill Down Technique
Justification
To divide complex problems to smaller for more manageable.
Application
To identify the problem and decay these issues into specific, actionable contents.
Outcome
Ensure that the problem solving techniques approach more effective way to solve them
part by part.
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Brainstorming
Justification
To make more ideas and solution in a collaborative setting.
Application
Organizing a brainstorming meeting session to
Outcome
Gaining active thinking and problem solving, resulting in different ways and innovative
solutions
Gantt Chart
In particular, gantt chart can be used in planning the different task and time frames of a
certain events and their subsequent management.
Justification
Event coordinators need to use tools to organize and coordinate any tasks and timeframes
related to the planning and staging of an event.
Application
Gantt charts when it comes to developing a plan of the event whether basic or enhanced
and for bringing the required division of this event into specific tasks which should to be
to be executed by specific members of the team, getting the time span that is required to
complete this event or any other possible event, and to identify the current status of an
event.
Outcome
Gives a graphical view of the project plan, thus enabling tracking of the time line of
activities to complete their task to meet the timelines and optimum utilization of the
available resources.
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Evaluation of the Overall Success of the Leadership Training Event
End Goal
The training focused on leadership competencies leading to the need to ensure that the
leaders trained effectively and more to the point, the leadership competencies were
trained on time hence the need for relevant and effective training. In this case, the crucial
reason and thinking are going to be evaluated to determine how adequately this set goal
was implemented besides assessing the efficiency of the transport occasion.
Criteria for Evaluation
•
Participant Engagement
Evaluation
Greater level of interaction: This was the reason why it was possible not to have
participants being able passive and detached. This method was able to make use of group
discussions, role-play and other related activities that were able to improve participant
involvement.
Technology Integration: Using multimedia tools like, projector, project viewer, laptop
and other element to keep others actively in training period.
Feedback Mechanism: The real time feedbacks like surveys indicated a high level of
participant engagement and the satisfaction.
Success Indicators
-
A number of post-event surveys will identify high engagement levels.
-
Active participation in the most wanted parts of the training.
Application of Critical Reasoning
-
As a result of the understanding of learning principles and the need to encourage
presenter’s participation to improve course completion, the presentation incorporating
interactive and the technological means of teaching.
•
Effectiveness of Delivery Methods
Evaluation
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Using different delivery methods: The use of media, particularly by presenting videos
and or simulation and also varying the activities within the presentation make the session
interesting.
Success Indicators
Having positive feedback from audience for delivering different delivery methods.
High levels of knowledge retention and engagement
Application of Critical Reasoning
The usage of different delivery was consonance with presentation suggested that the
students are more likely to understand better using a variety of techniques.
,
TASK 3
Work in your team by contributing your skills and knowledge to meet the project
goal. Critically evaluate your own role and contribution to the group for the
completion of the training event.
Discuss the importance of having dynamic team members in a group to meet its
goals by referring to the role assigned to the group members and analyse how team
dynamics among your group members effectively helped to achieve the shared
project goal
What’s a Team?
Team is a work aggregation of individuals with the aim of achieving a specific goal.
Another definition of teams may be based on togetherness, meaning that there is a
coming together of people in an order and coordinated way as well as pooling of
resources for an agreed purpose.
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The value and benefits of team
Enhanced problem-solving skills within the team
Objective analysis of problems or opportunities
Improved quality and productivity
Reduced operating costs
More flexible response to change
Reasons why teams fail
Lack of organizational skills
Failure to prepare changing roles
Failure to prepare team members for their new roles
Incomplete understanding of group dynamics
(ASQ, 2019)
What is team dynamic?
Team dynamics are related to the nature of relationships that are within a team which
determines how well a team can function and the extent to which each member within the
team feels comfortable with the other. It concerns those aspects of team work that relate
to the ways in which they communicate, share ideas, gains consensus, differ or even
learn, and this indicated the team’s capacity to deliver.
Importance of Team Dynamics in the Success and/or Failure of Group Work
Team dynamics is a term that refers to the behaviour patterns of people working in a
particular team, with a view to their responsibilities that have been assigned to them. As
mentioned earlier there are certain dynamics that play a role in Group work and these do
impact the effectiveness of a team. Positive team dynamics act as a constructive
contribution to the accomplishment of the team objectives on the other hand negative
dynamics is a consequence which brings more issues on the team and to the project.
Why are group elements imperative in our Group Administration Abilities
Program?
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Enables Collaboration and Communication:
Most exercises in administration warrant participation and so the capacity to share
information with the group. It'll be conceivable for your program to permit members to
work out the abilities you said inside a group, hence upgrading group execution. He can
moreover let them understand various viewpoints of future working environment with the
assistance of gather exercises and dialogs, so they may learn how to tune in effectively,
how to share thoughts with the assistance of legitimate ways, and how to unravel
conceivable clashes.
Creates Situational Mindfulness:
Recognizing group characteristics empowers pioneers to distinguish key areas that can
use or ruin the work the group does, or where strife is conceivable. You'll be able plan
scenario-based sessions that reflect reasonable working group circumstances that can
challenge the members to talk about particular behaviors, look at conceivable issues, and
come up with ways to improve bunch flow towards the working group environment.
Highlights the Significance of Believe:
Believe is pivotal in successful group work and authority in organizations consequently
the ought to set up it and-maintain it. Your program can too incorporate assignments that
got to be completed which will drive individuals to depend on one another as well as
cultivate improvement of believe between them. This makes mental security that implies
the group individuals are free to require dangers, by openly contributing with their
thoughts and advertising valuable reactions and solutions.
Authority Styles in Activity:
Authority styles can be watched and practised in a group setting, since work in such a
setting dangers being blocked. There may well be a real-life situation, or a case ponder,
or a hone where members observe or effectively lock in in encouraging a group. It
enables them to get it how different sorts of administration influence the working prepare
and challenges them to think around how they can superior change their behavior
agreeing to the group and circumstances.
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Administration is Situational:
Authority does not continuously basically include issuing mandates and giving
informational. The a few sorts of administration practices indeed allude to this fact; the
finest pioneers utilize their fashion concurring to the staff necessities. Your program can
consolidate group work occasion in arrange to illustrate the esteem of this planning
adaptability.
Working Within a Team to Achieve a Defined Goal
A team goal is a specific and tangible feat that a group of people has in mind to achieve
as a united team. It is the force that ensures that ideas, inputs, tools, time, etc. that the
workers have are put to productivity for a planned goal. To be able to comprehend and
strive towards achieving a team goal one has to learn how to share objectives, interact
with his/her colleagues in a proper manner, respect his/her superiors or peers, and think
about the assignments as a business venture. In this introduction, the writer shall explain
what is meant by the term ‘team goal’, why the setting of goals in group contexts is
relevant to team success and how good teamwork can support result-oriented objectives.
Importance of Team Goals
As for the means of communications, it is necessary to mention that goals give a definite
orientation to every team and its members, thus identifying their functions as well as their
places in the recognized context.
On the same note, core values can also come in handy since they assist in planning for
several activities and its personnel make certain all members are sailing in the same
direction.
Key steps to achieve a Goal within the team
Setting Clear Objectives
Firstly, the team members should clearly understand the defined goal.
Assigning Roles and Responsibilities
Each member has appoints the particular roles that each member of the team is to
perform using their sectorial skills and ability.
Establishing Communication Channels
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Interpersonal communication is very important when working together as a team since it
engulfs timely sharing of information. There should be a structure by means of daily or
weekly meetings, reports on achievements, and free discussions on the progress.
Building Trust and Collaboration
These mutual trust, supports the working environment in that every person feels valued
and encouraged to work to the best of his abilities
Resolving Conflicts
Disputes are unavoidable in any group or team work activity. Team conflict management
approaches assist in sustaining cooperation and emphasis on the objective.
Analysis of Team Dynamics in Terms of Roles and Effectiveness in Achieving
Shared Goals.
The team dynamics are critical to the achievement of success in the project. Dynamic of
the team is critical to the achievement of success in any variety of project. The details of
roles and responsibilities within a team alongside the definition of how these work can
prove to be crucial to the team’s performance. In the following, we describe the moving
within a team discussing the positions of leader, assistant team leader, the treasurer, the
person who creates the presentation, the announcer, the presenters of the slides, the
photographers, and the people who are involved in the preparation of refreshments.
Roles and Their Contributions
The Leader – Imalsha Balasooriya
Responsibilities -
Leads team, sets strategies and objectives on the organizational
level, and makes decisions that will support the team.
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50
Effectiveness - Help to recalling the goal and the objective as well as making efforts to
settle any disputes arising within the team so that the members can be able to effectively
work together.
Assistant Team Leader – Fathhan Matheen
Responsibilities: Supports the leader, supervises how the tasks are distributed between
the further subgroups, and transmits the ideas of the leader to the other members and
reversely.
Effectiveness: Who does what in case of teamwork, monitoring the progress and to
ensure that who is supposed to do the assignment meets the due date, and take the basic
leadership responsibilities of the project when required.
Treasurer – Shella Coulton
Responsibilities- Me as a Treasurer had to manage the budget, keeps records of
expenditures incurred and makes sure that the funds are utilized adequately.
Effectiveness: Ensures the project’s financial sustainability at any point in the process,
avoids wasting money, and ensures complete openness in finances.
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Critical Evaluation of My Role as Treasurer and Contribution to the Group for the
Completion of the Training Event
Introduction
The position of the treasurer is important as it is the foundation of the financial
structuring and project success. With the expenditure control the treasurer aides in
ensuring that there should not be unnecessary spending while at the same time ensuring
adequacy of funds to cater for all the expenses that need to be incurred. Timely and
accurate financial reports enable building trust among the team members as well as
between members of the organization and sponsors and participants.
In addition, extra funding that the treasurer can secure would go a long way in improving
the quality of the event since well-endowed events offer quality materials and
experiences to encourage the participants. To ensure legal and financial compliance and
mitigate risk the treasurer plays an important role for the project.
When organizing the leadership event budget was a big issue to manage as a treasurer.
And the budget is the critical success factor in the event. In particular, we managed to
implement a number of important activities in order to gather enough money, including a
raffle, selling pickles, as well as the organization of a pool tournament. They not only
helped to manage goals but also gained team spirit and community engagement.
We organized a pool tournament, inviting other course members such as, Diploma
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Responsibilities as Treasurer
Budget Planning
Responsibilities
-
Developing the budget in detailed.
Developing a budget that will cover almost every area of our project such as the
venue, materials, members, foods and drinks, and incidentals.
-
Allocate resources efficiently
Task 4
What is Continuing Professional Development (CPD)?
Continuing Professional Development (CPD) is defined as the pathway of how professionals
build upon and update their knowledge, skills and professional performance from the time they
qualify until retirement. It entails participating in different learning processes that occur after the
training of a person to be able to effectively share his or her responsibilities and meet the
demands of the career.
Importance of Continuing Professional Development
As the society becomes one that is even more globalized and competitive, it is evident that there
can be no better call for Continuing Professional Development. Global industries are always
changing and this holds a promise of new prospects, however, it comes with its problems. CPD
lets an individual pay attention to vital areas of concern of development on a consistent basis and
act in response to any deficiency in knowledge.
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CPD therefore continues to be regarded as essential in enhancing quality and competence for the
part and individual and his/her field of operation. However, before the attempt to define how to
best provider for proper engagement with the vast array of opportunities for CPD, it is necessary
to define what CPD is, it’s significance, and its purpose
Continuing Professional Development is therefore aimed at ensuring that an individual increases
his or her capabilities even after passing the necessary examinations. In many cases, academic
education has been acquired earlier and now a person is employed in a certain field and position.
CPD is necessary as it entails a systematic, practical and relevant approach to the progression of
further learning in order to ensure that there are efficiencies in our kaming CPD enables an
individual to identify the precise skills and knowledge that he or she needs over the next one year
of practice in order to be sure is a distinguishable enhancement in their efficiency and
competency levels..
What is the purpose of CPD?
It is rather critical to establish at this point that the concept of Continuing Professional
Development or otherwise known as CPD is not as new as people may want to think of it. Within
that framework, it has gained much more importance that it has ever had before because of the
growing competitive professional environment. It shall also detail the basic reasoning for getting
CPD, why the world is still in need of it and even assess the benefits of CPD to individuals as
well as organizations.
The principal rationale for CPD is in the capacity to keep professionals current and market
worthy. It is well known that the fields across industries are evolving rapidly due new
technologies, discoveries and practices. Failure to engage in these activities means that one is
likely to become dated and unable to freely contribute to his or her profession. CPD fills this
knowledge gap since it enables the individuals to access new information, trends, and even skills.
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This enables persons to be in tune with prevailing trends, laws and or best practices in the
industry to enable them effectively and effectively discharge their duties.
It is important to note that the realisation of the CPD benefits will not only shoot a number of
advantages to the participant. The advantages that come with the formulation and
implementation of the strategies are also not wanting as there are many organizations that strive
to ensure that their employees are offered efficient and quality training. Education at workplace
does not only imply high yield and better performance but also creativity, sound organization
results, and appropriate performance. As a result, promoting the learners’ participation in the
CPD activities assists in bringing the positive change in the employee’s morale and engagement
level. Introduction: This research is set out to examine how continued learning practices serve as
a correlation to employee satisfaction and commitment Proposed Theoretical Framework: Based
on the paper review on the related empirical papers, the theoretical framework for this study has
been established.
Importance of CPD for a young professional
In the uncharted terrain of the young professionals the quest for identity and a stable career path
takes a key role. This is where Continuing Professional Development (CPD) comes in. CPD is
not only for the veterans; it is a powerful weapon which the young generation can use to make
them noticeable, establish themselves strongly in their respective field and aim for excellence.
Now, let’s consider the fundamental objectives for which CPD is relevant for young
professionals such as yourself.
o
Building a Competitive Edge
o
Bridging the Knowledge Gap
o
Developing In-Demand Skills
o
Boosting Confidence and Performance
o Building a Network and Finding Mentors
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Here may well be a study of differing motivational speculations and their potential
influence on work environment execution:
Maslow's Movement of Needs Theory
This theory states that people are impelled by five essential categories of needs:
physiological, security, belongingness, respect, and self-actualization. Concurring to Maslow,
higher needs like respect and self-actualization give inspiration once lower-level needs are met.
Inside the working environment, this theory proposes:
•
Giving sensible pay and secure working conditions to meet essential needs
•
Developing a sense of having a put and community
•
Recognizing employees' achievements to fulfill respect needs
•
Promoting openings for advancement and coming to one's full potential
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By applying this theory, organizations can increase motivation and laborer engagement, driving
to higher effectiveness.
Herzberg's Two-Factor Theory
This theory recognizes between impelling factors (e.g. affirmation, obligation, movement) that
development work fulfillment, and cleanliness components (e.g. pay, supervision, work
conditions) that dodge disillusionment. Herzberg proposed that get together cleanliness needs
alone does not move, but must be coupled with impelling factors. The recommendations are:
•
Ensuring sensible pay, sensible courses of action and palatable working conditions
•
Giving impelling factors like critical work, advancement prospects and input
•
Making impelling circumstances can increase fulfillment and execution
Vroom's Anticipation Theory
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This hypothesis proposes motivation is tall when agents acknowledge their endeavors will lead
to awesome execution (trust), that execution will result in needed comes about (instrumentals),
and they regard those comes about (valence). Key centers:
•
Setting clear, achievable execution targets tied to esteemed rewards
•
Ensuring straightforwardness that endeavors will be appropriately compensated
•
Altering organizational and individual interests/values
By understanding trusts and tying execution to regarded rewards, this hypothesis can offer help
optimize motivation and effort.
In common, applying motivational theories licenses organizations to induce it drivers of human
behavior and arrange moving work circumstances and propelling constrain systems. This will
create an bolted in, productive workforce endeavoring for tall execution.
Produce a development plan that outlines responsibilities, performance objectives and
required skills for future goals.
As a Software Engineer, my center obligations incorporate planning, creating, and keeping up
high-quality software arrangements that adjust with trade targets and client necessities. I work
collaboratively with cross-functional groups, type in clean and effective code, conduct code
surveys, and persistently move forward the execution and versatility of our applications.
Whereas I discover extraordinary fulfillment in my current part, my long-term career objective is
to development to a Senior Computer program Build position inside the another two to three a
long time. As a Senior Software Engineer, I aim to require on more complex ventures, coach
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junior designers, drive specialized development, and make a critical affect on the organization's
innovation methodology.
To bridge the hole between my current abilities and the ability required for a senior role, I have
to be center on a few key zones of improvement. Based on my self-assessment and discussions
with my chief and senior colleagues, the basic abilities I have to be upgrade incorporate
progressed program plan designs, cloud computing innovations, authority and mentorship, and
domain-specific information.
To procure these abilities and competencies, I have set the taking after Savvy execution targets:
Ended up capable in planning and actualizing adaptable microservices models utilizing
Kubernetes and Docker inside the another 8 months.
Gain the AWS Certified Arrangements Designer - Proficient certification inside the another year
to extend my ability in cloud computing and framework plan.
Create authority and mentorship abilities by serving as a specialized tutor for an assistant or
junior designer and giving direction on a venture inside the following 6 months.
Pick up space ability in a particular industry vertical (e.g., healthcare, fund) by contributing to a
domain-focused extend and conveying a effective arrangement inside the following year.
To realize these destinations, I have created a comprehensive activity arrange with concrete
milestones and timelines. For the primary objective, I will begin by selecting in an internet
course on microservices engineering and containerization innovations inside the following
month. I will at that point apply the learnings to plan and actualize a small-scale microservices
project, looking for input from senior engineers. I point to total this venture inside 6 months and
display the comes about to the engineering group.
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To plan for the AWS certification, I will enlist in an internet preparing program, apportion
devoted ponder time each week, and work through hands-on labs and hone exams. I will too look
for openings to contribute to AWS-based ventures at work to pick up down to earth involvement.
To upgrade my authority and mentorship aptitudes, I will volunteer to serve as a specialized
guide for an understudy or junior designer. I will give direction on their extend, conduct standard
check-ins, and offer helpful criticism to bolster their development. I will moreover look for input
from my director and the mentee to ceaselessly progress my mentorship approach.
Finally, to pick up space skill, I will effectively look for out openings to contribute to a extend
centered on a specific industry vertical. I will collaborate with space specialists, take an interest
in prerequisites gathering sessions, and convey a high-quality solution that illustrates a profound
understanding of the domain's unique challenges and prerequisites.
To track my advance, I will keep up a development journal, routinely upgrading my
achievements, learnings, and ranges for enhancement. I will moreover have quarterly check-ins
with my supervisor to talk about my advance, look for guidance, and ensure arrangement with
group and organizational objectives.
By dedicatedly seeking after this advancement arrange and leveraging the bolster of my
manager, mentors, and the wealthy learning assets accessible, I am certain in my capacity to
obtain the vital abilities and ability to exceed expectations as a Senior Program Design. This
arrange will serve as a directing system to keep me centered, responsible, and persuaded in
seeking after my professional development and long-term career yearnings inside the
organization.
Personal Plane
Thera is another objective to achieve towards the overall goal of the personal life Due to this
about 65 % of the population resides in Sri Lanka. Even if they offered you a ride, even if they
cried to you, don’t pick them up if they even care. Hence, it would greatly be of my pleasure to
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have a glance of myself through the life fund of the shanty dwellers. The following is a roadmap
that will enable me to achieve my intended goals of assisting the shanty people.
o First, I need the time, dedication and financial resources to start a donation foundation
that I need to know .
o Identify specific goals for my intended skills.
o My case helps my shanty people.
o I want my partner to be partner
Discuss and justification
Alright, let us converse around improvement preparation. That is all almost creating goals for
oneself and deciding what actions one intends to take to achieve the set goals. Perhaps in your
HND course, they are asking you to consider where you should be professionally a few years
ahead. Are you interested in the job that requires you to become a computer program designer,
an arrange chairman, or a cybersecurity master? Once your goal is cleared in your mindset, you
start thinking over a plan to reach that conclusion objective.
That is why your course is going to be a valuable asset to you when you go for your internship.
They are providing you the establishment to arrive at those goals you have been yearning for.
But they are too empowering you to take proprietorship over your claim learning and
improvement. They want you to be proactive regarding the search for any new opportunities to
learn new skills and gain experiences.
Why does this matter? Why? Oh, well, when you have a clear advancement arrange and you are
already on the right track in achieving the goals, it is a great motivation builder. I thought you are
only pretending to get a degree but you are moving towards making the kind of career you need.
The feeling of routinisation and progression is incredibly invigorating.
Also, by embracing CPD and advancement arranging, your HND course presents a pledge that
they are invested in your future. They’re not even fair here to give you some lessons and set you
free to face life on your own. They have to capture your interest so that you become an enduring
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learner and a dynamic competent one. They are equiping you with the mind set and tools that
you need to succeed in your chosen career path for a long time now.
Evaluate a range of evidence criteria that is used as a measure for effective CPD.
Why it is Important to Conduct an Evaluation of CPD Impact
Consequently, it is always necessary to evaluate the effectiveness of the conducted CPD
activities because organizational and even personal time as well as the efforts and sometimes the
money are invested to the respective process to prove its effectiveness and to initiate
improvements. Thus, evaluation supports the identification of the areas that require more
emphasis when it comes to enhancing the CPD programs, establishing the level of enhanced
professional competence, enhancing the employee effectiveness and consequently the overall
organizational efficiency.
Common Evidence Criteria
Information and Aptitude Securing: Evaluating whether members have picked up unused
information and abilities.
Behavioral Alter and Application of Learning: Assessing changes in behavior and how
learning is connected within the working environment.
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Affect on Work Execution and Efficiency: Measuring advancements in work execution and
efficiency levels.
Member Fulfillment and Engagement: Gaging the fulfillment and engagement levels of
members with the CPD exercises.
Member Fulfillment and Engagement: Gaging the fulfillment and engagement levels of
members with the CPD exercises.
Participants' Reactions.
Currently, this is the most common and easily collectible form of evaluative evidence, and it is
generally carried out in the immediate aftermath of the CPD event. However, in many ways, it is
also the least informative as participants' reactions to the CPD tend to be impressionistic and
highly subjective. Questions addressed at level I will include whether the participants enjoyed
the event, though it was useful, addressed their needs, was well- presented and well organized for
example. Three main types of questions can be answered using this approach: content questions,
process questions, and context questions (Guskey 2000). As can be seen from these questions,
while they address possible prerequisites of professional development that can facilitate CPD
leading to change, they do not themselves measure this.
Participants' learning from CPD
Guskey’s second level of implementation includes participants gaining knowledge from CPD.
There are several types of learning: cognitive, affective or behavioral, which may ensue from
CPD. Given the nature of these different types of knowledge as being learned and changed in
different ways, they may well need appraisal in different ways also. In addition to employable
knowledge and skills, and learning outcomes, CPD may also yield regeneration of teachers as
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change agents, and new or broadened moral imperative. All these are imperative for teacher
effectiveness and should be considered at this level of assessment.
Organizational Support and Change
It is evident from the investigate on school enhancement and the developing body of writing on
the alter that CPD programs are improbable to have a enduring impact without organizational
back. A steady school ethos and an desire that all instructors lock in in CPD have been found to
be vital variables in securing alter as a result of CPD (Edmonds & Lee, 2002). CPD exercises
have been found to exchange more effectively into changed behaviors and instructing hones in
case there's a great fit with individuals' proficient and individual values and in case proficient
improvement approaches as of now exist within the organization (Knight, 2002). As well as
being vital in driving to the victory of CPD programs organizational alter can regularly be a
prime objective of CPD programs. Hence, organizational level results and bolster are critical
parts of CPD assessment since they would have an affect on inspiration on the one hand and
maintainability of alter on the other.
Student Outcomes
The fifth level identified by Guskey (2000) is the one least likely to be measured in evaluations
at present, but also the one that is most important because it assesses the impact on student
learning. Student learning can be defined and measured in a number of ways. A first distinction
is between cognitive outcomes, such as mathematical attainment, and non- cognitive outcomes
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such as attitudes school and engagement in learning. All require different methods to determine
programme effects (Guskey 2000).
The most common form of measuring cognitive outcomes is through testing. Standardized and
non-standardized testing forms a key part of the educational system and is usually considered to
provide the most reliable measure of cognitive outcomes (Muijs and Reynolds 2002). As well as
cognitive outcomes, non-cognitive outcomes can often be the goal of interventions. CPD can aim
to change teaching in ways that improve pupils' enjoyment of the subject, attitudes to school or
self-esteem. Many different non-cognitive outcomes exist, and, consequently, many different
ways of measuring such outcomes which are fit for purposes are needed.
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Grading Rubric
Grading Criteria
Achieved
Feedback
LO1 Demonstrate a range of interpersonal and transferable
communication skills to a target audience.
P1 Demonstrate effective design and delivery of a training
event for a given target audience, using different
communication styles and formats
P2 Demonstrate effective time-management skills in planning
an event.
M1 Design a professional schedule to support the planning of
an event, to include contingencies and justifications of time
allocated.
D1 Evaluate the effectiveness and application of interpersonal
skills during the design and delivery of a training event.
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LO2 Apply critical reasoning and thinking to a range of
problem-solving scenarios.
P3 Demonstrate the use of different problem-solving
techniques in the design and delivery of an event.
P4 Demonstrate that critical reasoning has been applied to
the design and delivery of the event
M2 Research the use of different problem-solving techniques
used in the design and delivery of an event.
M3 Justify the use and application of a range of
methodologies in the design and delivery of an event.
D2 Evaluate the overall success of the event delivered, in
terms of how well critical reasoning and thinking were applied
to achieve the end goal.
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LO3 Discuss the importance and dynamics of working within
a team and the impact of team working in different
environments.
P5 Discuss the importance of team dynamics in the success
and/or failure of group work.
P6 Work within a team to achieve a defined goal.
M4 Analyse team dynamics, in terms of the roles group
members play in a team and the effectiveness in terms of
achieving shared goals.
D3 Critically evaluate your own role and contribution to a
group scenario.
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LO4 Examine the need for Continuing Professional
Development (CPD) and its role within the workplace and for
higher-level learning.
P7 Discuss the importance of CPD and its contribution to own
learning.
P8 Review different motivational theories and the impact they
can have on performance in the workplace.
P9 Produce a development plan that outlines responsibilities,
performance objectives and required skills for future goals.
M5 Justify the role of CPD and development planning in
building motivation.
D4 Evaluate a range of evidence criteria that is used as a
measure for effective CPD.
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