Unit 2 – Evaluate and improve own performance in a business environment Understand how to evaluate and improve own performance 1.1 Explain the purpose and benefits of continuously improving own performance in a business environment By continuously improving own performance in a business environment shows there is no limit to success. Reaching own goals gives you self-confidence and motivation which then in turn gives you job satisfaction and may lead to a promotion or pay increase. 1.2 Explain the purpose and value of encouraging and accepting feedback from others By encouraging others to give their feedback gives me the opportunity to see ways of improvement from a different perspective to my own. A colleague’s perspective may highlight work …show more content…
1.4 Explain the purpose and benefits of trying out possible improvements to own work By trying possible improvements to my work shows my manager I have good initiative and is a way of evaluating present tasks and if a better method is adopted the company is receiving better value for money. 1.5 Evaluate how learning and development can improve own work, benefit organisations, and further own career Learning and developing skills automatically improves my own working standards which in turn benefits the company. The more knowledge I obtain the more skills I acquire which give me the opportunity to progress in my career. 1.6 Compare possible career progression routes Within my current role there is possibilities of progressing to an Administrator or a Customer Relations Manager if I decide to study towards it. 1.7 Describe possible development opportunities My company has given me development opportunities by sending me on various courses. Since working for Capital Properties I have attended minute taking training, customer service training and a first aid course. They have also allowed and encouraged me to undertake the NVQ alongside
This object of this assignment is to identify what personal and professional development is, if there is any difference between personal and professional development and what opportunities there are, how this benefits both staff and Lancashire Care Foundation Trust (LCF
* Criticism alone makes the worker feel hopeless but constructive criticism provides information on how the worker can overcome problems and become a better worker - it gives them solutions and makes the situation less hopeless.
As part of the HRDNI process, learning development and training opportunities support the organisation achieving the organisations strategies as it can help to improve organisational, team and individual performance ( Armstorng and Baron 2002 cited in Neale 2004).
Feedback both positive and negative is important for personal development as it helps us to become more aware of what we do and how we do it. Both in good and bad ways, this feedback can then be used to self-develop and improve our practice.
You should establish what opportunities are available to you and where your strengths and weaknesses lie, in order to access appropriate training and development opportunities. By entering into discussion with your manager and asking for their advice, you will gain knowledge and feedback on your current practice. By goal sharing with your manager you can establish where you both see your future roles and responsibilities. When working in partnership with other organisations, sharing training opportunities, not only develops and bonds the partnership but also allows you to access extra, relevant training, which might not be available through your own organisation. 1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date It is necessary to ensure that any opportunities and activities are relevant for keeping your knowledge and practice up to date. You will need to consider and assess how relevant sources of support are and also the systems of support available, in relation to your personal, professional and organisational goals. There are subtle differences between personal and professional development. Personal development is about developing personal qualities and skills needed to live and work with others e.g. understanding, empathy, patience, self-respect, self-esteem, self-confidence and communication. Professional development concerns career progression and developing
Learning and development is normally part of the appraisal system, but can also be offered and encouraged throughout the whole organisation. The main purpose of learning and development is to improve your standard of work. This can be in the form of training which can either be formal education or training on the job and can be an in-house training program or an external training course.
Work experience will enhance the way you communicate, team building skills, awareness about the industry, better leadership ability and lot more. Because enough amount exposure to work life will build and improve soft skill ability.
| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals
Explain the purpose and benefits of letting other people know work plans need to be changed
GaziI Mahabubul Alam, Initials. (2009, June 2). Importance of workplace learning for skill development . Retrieved from http://www.bdeduarticle.com/learning/45-u
Learning and Talent Development Allows people at all level of the organisation possess and develop the skills, knowledge and experiences to fulfil the short and long term ambitions of the
For learners the objectives of learning and development are to develop new skills leading to growth in their professional or personal life. There are many ways to identify objectives, they can be identified by the learner and discussed at the review process. Or identified by the organisation and again discussed at the review process. For the organisation the objective of learning and development is to make the workforce more efficient, flexible and able to deliver the organisations results in challenging times. Within Standguide the organisation has created what is known as a competency framework which lays down the skills required for the job role, it is used for promotion, development reward and recognition.
date. In doing this I will highlight potential areas of development needed and will address these through Personal Development Planning. The rationale for doing this assignment is to enhance my professional development by undertaking an annotated reflective report.
Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).
Training and development is defined as the heart of a continuous effort deigned to improve employee competency and organisational performance (Mondy, Robert and Shane 2002). Training provides trainees with information and skills needed for their current job, while development arms them with the knowledge needed for the future role.