...CPD stands for Continuing Professional Development and is a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. As an initiative, CPD was largely unknown until at least the 1960s. Professional bodies only started to take systematic steps to ensure their members continue their development on an ongoing basis within the last ten to fifteen years of the twentieth century. Recognition of the need for CPD is now well-established at least among the majority of professional bodies. CPD is an ongoing process throughout our working lives. The concept of CPD both generically and within HR is very important as it can be part of an individual’s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling. The CIPD HR Profession Map is a very useful tool giving a wide-ranging vision of how HR can add value to any organisation it operates within. It covers the types of skills, behaviours and knowledge that HR people require in order to become a successful HR professional. It is useful in identifying areas that may need to be developed. What the HR Profession Map Covers: Professional areas (2 core and 1 other): Strategy, insights and solutions: Fosters legitimate insights and solutions, which aid understanding in the business and how it works (or should work), and allows well-defined...
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...continue to carry out our duties in much the same way as we have done in the past. Expectations change over time and, if we do not adapt to the new circumstances, then we will be steadily more out of tune with what is required of us. It is therefore important that we enter into a process of what is known as 'continuous professional development' (or CPD for short). CPD does not simply mean constantly going on training courses; it is much broader than this. It involves being clear about what is required of us in our job to ensure high-quality practice. It also involves making sure that we have, as far as possible, the knowledge and skills required to carry out our duties appropriately and filling any gaps in our knowledge base and skills repertoire as these become identified. In addition to the knowledge and skills, there is also the question of values. We need to make sure that our work is consistent with the value base on which it is premised. For example, people working in a commercial setting will need to be in tune with the value of customer care and I would argue that anyone working with people should be in tune with the values of respect and dignity. CPD is a useful antidote to becoming stuck in a rut of uncritical routines. It is based on what is often referred to as 'reflective practice'. This refers to forms of practice which...
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...expected by the professional bodies and by the public. The scenario given presents different situations that radiographers and radiography students may face in the workplace; the main issues are professionalism, continuing professional development and bullying at work. All these in turn have an effect on the level of patient care staff provide since staff attitudes and team-working do influence this. A profession can be described as ‘A vocation...esp. one requiring advanced knowledge or training’ (p2386, Brown, 1993, vol 2), linked to this is the definition of professionalism which is ‘The body of qualities or features, as competence, skill, etc., characteristic of a profession or professional’ (p2368, Brown, 1993, vol 2). There are instances within the scenario in which each character does not adhere to the Code of Conduct and Ethics presented by the Society and College of Radiographers (SCoR; SCoR, 2008). SCoR states that you should engage in the teaching and training of other members of staff, however both Rob and Asha fail to support staff within their team: Asha fails to support Rob, and Rob in turn fails to support the radiography student. SCoR specifically states that radiographers should develop the skills to be a good teacher and trainer which neither Asha nor Rob demonstrate. Furthermore Asha does not adhere to the SCoR guideline which states that you should 'avoid inappropriate criticism of them [staff]' (p6, SCoR, 2008). Meena also fails in her professional duty by not...
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...Daniel Bowey 15020242 Word Count: 1867 2 This assignment is going to discuss the role that lifelong learning plays within a professional career, whilst exploring the term continued professional development and its fundamentals. Professional lifelong learning can be seen as improvements to an individual’s own attributes and skills, which are acquired through the active participation of further training or knowledge attainment outside of their own known boundaries. This can take many forms. Knapper (1998, cited in Aslop, A. 2000.P.42) described it as ‘the ability to learn from life and throughout life, taking responsibility for one’s own learning.’ Continuing Professional Development (CPD) is a popular model of lifelong learning, and is defined...
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...Mandatory Continuing Professional Development for Engineers in Ontario Do We Need It? Ecor 4995: Professional Practice Section A The rapidly increasing growth rate of the human population has more than doubled in the past 50 years. Despite the rapid growth, after the twenty first century the growth rate is increasing at a much more desirable rate, however at a time like this society faces many more challenges than ever before. Accommodating for sustainability and creating economical designs must be ensured. This is the challenges professional engineer’s face on a daily basis, an engineer is a person who applies their knowledge in the sciences and mathematics to design and provide services required for the publics need. Engineers are abided by the code of ethics and section 77 of regulation 941 states that all licensed engineers act with the following statement “knowledge of developments in the area of professional engineering relevant to any services that are undertaken; and competence in the performance of any professional engineering services that are undertaken” [1]. Continued professional development, is a learning tool for professional to stay current and maintain their knowledge and skills related to their professional lives [7]. On the basis that an engineer’s work is to provide development for society, the Professional Engineer of Ontario should mandate a professional development program to ensure that engineers remain competent throughout their professional careers...
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...ARTICLE REVIEW: TAKAFUL INDUSTRIES FACES CHALLENGE IN FINDING RIGHT TALENT By Lt Kol Mohd Samin bin Mohd Salleh and Mej Marcus ak Phillip 1. DO YOU AGREE THAT MOTIVATION CAN BE INCREASED BY ADDING MORE PERKS TO THE EMPLOYEE? In this context, perks is defined as an informal word for perquisites which are privileges granted to employees in addition to their salaries and benefits (such as medical and pension plans). 'True' perks have little or no cash value or tax implications and may include company car, vacations, reserved parking space, spacious office, private dining and washroom facilities, etc. Motivation can divided into two categories: intrinsic and extrinsic motivation. Intrinsic motivation refers to the pleasure or value of an activity itself, while extrinsic motivation emphasizes the value an individual places on the results of an action and the individual assessment of the probability of realizing the results (Staw,1977). Sujan (1986) concluded that extrinsic motivation is related to selling effort, while intrinsic motivation was linked to strategy-oriented behavior. Brown and Peterson (1994) used a different category of motivation: instrumentality and competitiveness. They found that instrumentality has indirect effect on sales performance and effort act as a mediator whereas competitiveness was positively and directly related to performance. Solcum, et.al (2008), defined Motivation as a psychological state exists whenever internal and/or external forces stimulate...
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...|Unit title |Developing professional practice | |Level |5[1] | |Credit value |4 | |Unit code |5DPP | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for persons...
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...Continuing Professional Development ent (CPD) is a growing area of interest. If we interpret the term ‘professional’ quite loosely, then we can include not just the traditional regulated professions such as medicine and law under this heading but also include management and similar fields of work. The requirement to continue to keep up to date has been the starting point for CPD. In medicine, for instance, there are new drugs and procedures appearing all the time. Doctors need to keep on top of this and therefore they need to continue to learn. Indeed the UK Government is proposing that General Practitioners will have to be revalidated every five years in order to maintain their licence to practice. However the emphasis on just knowledge learning has broadened over recent years. Now we find the pressure is for professionals to increase their skills and capabilities to cope with a changing world. ... Read More - Please log in or register to read this content. Membership is free. We see this area as clearly strategic as the best CPD is a process of continuing to learn in one’s professional arena for as long as one is employed in that profession. It cannot be just a short term, quick fix activity. However many professional bodies still see it in the latter terms. This is especially so when CPD means no more than attending some seminars or conferences in the year and ticking off boxes on the form you send to the professional body and then getting the OK for having done your CPD...
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...Continuing Personal and Professional Development 2 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL Contents: 1. Introduction 2. The CPD Context 3. UCL Support 4. Feedback and Appraisal 5. The CPD Cycle and Where to Start 6. Evaluation and Impact 7. Recording Your Learning and Development 8. A CPD Portfolio 9. Conclusion Appendix 1 Approaches to Learning and Development Appendix 2 Tools to Help With Portfolio Development Appendix 3 A Change of Career Appendix 4 Learning Styles Appendix 5 Definitions Appendix 6 Continuing Professional Development Record Appendix 7 Basic Principles of CVs And Applications Appendix 8 Resources 3 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL 1. INTRODUCTION PURPOSE: This document is intended to provide staff at UCL with a clear understanding of continuing professional development (CPD), and its importance, within the context of UCL. It is also intended to encourage equality of opportunity by encouraging everyone to plan their development and record their skills. The guide will act as a transportable toolkit to help with the planning and recording of your personal and professional development. It should be used in conjunction with any continuing professional development (CPD) related specifically to your profession or professional registration. The guide also explains why you should record your learning and development, and how to do it. WHAT IS CPD? The Chartered Institute of Personnel and Development...
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...FAH- Unit 15 Development Planning for a Career in Business P6& M3 COMBINED [pic][pic] P6: In this task you will be discussing methods of continuing professional development (CPD) and training relevant to the career plan. |A. | |Research and describe methods of continuing professional development (CPD) and training that are available and relevant to your career path i.e.| |your 3 SMART targets. | | | |What you should include: | |What short course (s) could you do to help develop your skills? | |What enrichment activities could you get involved in and how would they help you? | |What qualifications could you study for and why? | |B. ...
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...The concept of a portfolio is often discussed by my nursing educators, but what is a portfolio and what purpose will it serve throughout the Bachelor of Nursing program and my future nursing career? Having had a long career in the Australian public service I am familiar with the concept of a resume which is typically limited to a brief summary of previous employment and education. However, a portfolio is more than just a resume. When used to its fullest potential, a portfolio serves as a repository for documents, certificates and other related artefacts, a workspace for reflecting on professional competence and evaluating learning needs, and as a showcase for presenting evidence that demonstrates current competence and future abilities across a range of criteria in a variety of contexts (Andre & Heartfield, 2007). The structure and content of a portfolio can vary and is dependent on the context, having consideration for the target audience and purpose of presenting the portfolio to them (Andre, 2010). The NRSG137 unit of study includes a requirement to develop a portfolio that I will continue add to as I progress through the Bachelor of Nursing (BN) program. In this context, I will be presenting my portfolio to university lecturers for the purpose of assessing my performance against defined learning outcomes which in turn are mapped to the university’s graduate attributes. The BN program is accredited by the Australian Nursing and Midwifery Accreditation Council, which means...
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...Issues in Professional Learning & Development [pic] Module code EPD 304 Being Professional Adult Education expects you to be professional in your work and expects you to maintain high standards of teaching, but how do we measure high standards of teaching. Can we expect different levels of professionalism with experience, looking at Dreyfus (1986)Benner (1984), what makes a Professional Practitioner and at what level. As a group we answered this and came up with many reasons (with some crossing over). This is shown below with title and bullet points. The Beginner • Limited experience of teaching • Limited knowledge of strategies • Can be over/under prepared • Tunnel vision • Under/over estimate time allocated to subjects • Limited practical knowledge Competent • Can organise to an acceptable level • Not a great deal of deviation • Know what to do • No added value (no enrichment) • The syllabus with nothing more than what is needed Advanced Practitioner • More willing to hand over control teaching/coaching role • Effective manager • Helping role • Monitoring the quality of practice • Organisational and work role competence • More able to look at the bigger picture Expert • Will see the need to improve • Innovative • In depth knowledge with add on’s • Analysis needs • Reflective practitioner • Shares knowledge and best practice ...
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...Introduction to the Developing Professional Practice Assessment Pack This pack contains all the information you need in order to show that you meet the learning outcomes for this unit. Here, you will find: - Details on how the unit is assessed - Instructions for the assessment activities (AAs) 1.1 Completing the Assessment activities When completing your assessment activities, you may find it helpful to refer to the list of assessment criteria to ensure you are including all the relevant ideas upon which you will be assessed. 1.2 Word counts Word counts are specified for each assessment. You are allowed +/- 10% but any assessments which go below or above these limits will be returned, unmarked and you will need to re-submit them. 1.3 Submitting your work When you have completed the assessment activities, you should submit the document(s) via email to your facilitator. Unless instructed to do otherwise, you should complete the assessment activities and submit them as a single document, using the template provided. Where you are asked to complete a non-text based activity (e.g. a PowerPoint presentation) you should submit this as a separate document. The file name should be as follows: NameUnitCodeAssessment e.g. for this unit JAndersonDPPAssessment Assessment of the Unit The learning outcomes for this unit are assessed in the following ways: 1) Completion of the assessment activities in this pack 2) Attendance & contribution at the workshop...
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...the concept plan for Mr Stephens Hanyane (13029322) to acquire the following: Registration as Professional Mechanical Engineer with ECSA; & Complete one five-year Continuous Professional Development (CPD) cycle. For convenience, Mr Hanyane, as the future candidate engineer, will be referred to as the FCE for the rest of this plan. This plan will be revised and updated frequently in order to: Compensate for any unforeseen changes that might affect the plan; & Ensure the accomplishment of the goals in the shortest time span possible while retaining the quality of the results. Vision The FPE developed an interest in Thermodynamics and Heat & Mass Transfer during his studies. As one of his vacation work projects at Exxaro...
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...Practitioner Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs – AC3.3 4 Appendix A – Development plan and records 5 Development Plan – 1 September 2013 to 31 August 2014 5 Development Records for the period – 1 September 2013 to 31 August 2014 5 Development Plan – 1 September 2014 to 31 August 2015 5 Ability to reflect on own practice and development needs and maintain a plan for personal development This is probably the most demanding section! Self-assessment against the CIPD Associate Membership Criteria –AC3.2 Once you have downloaded the AM criteria, you should be able to identify activities, knowledge and behaviours that you will need to develop. You should now see where the detailed information from activity one is useful. You should have detailed information on one of the areas and the behaviours for your development plan. You will need to review the remaining activities just to...
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