NCFE L5 Promote professional development (Unit 52) 2023.pptx

Promote professional
development
Unit: SHC 52
Unit Code: L/602/2578
By:
Oguchi Martins Egbujor FHEA FCMI MBA
By: Oguchi Martins Egbujor FHEA FCMI MBA 1

The Aim
The purpose of this unit is
to assess the learner’s
knowledge, understanding
and skills required to
promote the professional
duty to maintain the
currency of knowledge and
skills and the need to
continually reflect on and
improve practice.

Learning Outcome
LO1: Understand
principles of
professional
development.
01
LO2: Be able to
prioritise goals and
targets for own
professional
development.
02
LO3: Be able to
prepare a
professional
development plan.
03
LO1: Be able to
improve
performance
through reflective
practice.
04

Professional Development
Long-term sustainable and intensive Professional Development is to
affect organisation’s knowledge and practice, and to foster change in
employee’s performance and achievement. These are generally agreed
upon outcomes of effective professional development.
https://www.plt.org/trainings/faq/5-guiding-principles/

LO1
Understand principles of
professional
development.

Understand Principles of
1. LO1.1. Explain the importance of continually
improving knowledge and practice.
2. LO1.2. Analyse potential barriers to
professional development.
3. LO1.3. Compare the use of different sources
and systems of support for professional
development.
4. LO1.4. Explain factors to consider when
selecting opportunities and activities for
keeping knowledge and practice up to date.

Principles of
Professional
Development
1. Principle 1: Build on a foundation of
skills, knowledge, and expertise.
2. Principle 2: Engage participants as
learners.
3. Principle 3: Provide practice, feedback,
and follow-up.
4. Principle 4: Measure changes in
knowledge and skills.
5. Principle 5: Measure changes in student
performance.

CPD Principles
1. Be each person's responsibility and be
made possible and supported by your
employer.
2. Benefit the service users.
3. Improve the quality-of-service delivery.
4. Be balanced and relevant to each person's
area of practice or employment.
5. Be recorded and show the effect on each
person's area of practice.
https://collegeofparamedics.co.uk/COP/Profess
ionalDevelopment/Principles_for_CPD.aspx

5Ps of Effective
Professional
Development

5Ps of Effective CPD
The value of using the five Ps as a foundation for an interactive
approach to professional development is that from both an
institutional perspective and an individual perspective, the needs of
both are better met
Anderson, N., J. (2018)

The CPD Cycle
What are the 4 stages of CPD?
The CPD cycle breaks down the task of completing a CPD activity into
four sections:
1. Planning
2. Learning
3. Documenting
4. Reflecting.
https://www.ausmed.com/publish/handover/guides-to-cpd/cpd-cycle

LO1.1 Explain the importance
of continually
improving knowledge
and practice.

CPD For Individuals
CPD encourages individuals to
maintain consistent and high
standards, as well as making it easier
to demonstrate commitment and
dedication towards a particular job role
or profession. It offers a functional
platform for individuals to build a career
progression plan that supports their
objectives towards new job openings,
development within an existing role, or
even possibly higher earnings
opportunities.

CPD For Organisations
Organisations face increasing competition to find
new ways to retain key staff and help
differentiate themselves as effective competitors
in their industry. CPD can be used to advance the
body of knowledge, skills and technology within
an organisations. The application of CPD in the
workplace demonstrates strategic decision and
commitment towards clients and employees that
professionalism is important. CPD is the
organisational system to improve capability and
productivity at workplace. It is one of the factors
for competitive advantage of business
organisations

Training and Development
Employee training and development implies a programme in
which specific knowledge, skills and abilities are imparted to the
employees, with the aim of raising their performance level, in
their existing roles, as well as providing them with learning
opportunities, to further their growth.
Oguchi Martins Egbujor 15

Learning and Development
Learning is much more than just attending courses. It is about
identifying the current and future skills requirements of an
organisation and creates flexible learning interventions to meet
the diverse needs of the workforce.
• Specialists put in place learning initiatives that enable
organisations to constantly evolve and develop. (CIPD,
2020)

Code of
Conduct
For Care
Workers
1. Be accountable by making sure you can
answer for your actions or omissions.
2. Promote and uphold the privacy, dignity,
rights, health and wellbeing of people who
use health and care services and their
carers at all times.
3. Work in collaboration with your colleagues
to ensure the delivery of high quality, safe
and compassionate healthcare, care and
support.
4. Communicate in an open, and effective
way to promote the health, safety and
wellbeing of people who use health and
care services and their carers.
5. Respect a person’s right to confidentiality.
6. Strive to improve the quality of healthcare,
care and support through continuing
7. Uphold and promote equality, diversity and
inclusion.
Oguchi Martins Egbujor

Continuing Professional
Development
Continuing professional development:
• On-going learning
• Staying up to date with sector developments
• Research
• Action setting
• Reviewing
• Informing
• Life-long learning.

In Health And Social Care
Standards:
• Care Act 2014
• Health and Social Care Act 2012
• Health and Social Care Act 2008 (Regulated
Activities) Regulations 2014
• Inspectorate regulations
• Related policies/procedures
• Codes of practice relevant to sector
• Current legislation as relevant to Home Nation.

National Standards
Health and Social
Care Act 2008
(Regulated Activities)
Regulation 2014
Fundamental
Standard 19 – Fit and
Proper Person
Employed

Learning and Development
L&D

Training And Development
Training
Training is the acquisition of skills,
knowledge and competencies as a
result of teaching.
Development
Development teaches staff how to
become more productive and
effective
(BTEC, 2016)

Training
By:
Oguchi
Martins
Egbujor
FHEA
FCMI
MBA
According to Laird et al. (2003)
Training is the acquisition of
knowledge and skills that enable
employees to perform to standard;
it is an experience, discipline or
regimen that causes people to
acquire new, predetermined
behaviours aimed at being
productive.
23

Training and Development
Employee training and development implies a programme in which
specific knowledge, skills and abilities are imparted to the employees,
with the aim of raising their performance level, in their existing roles,
as well as providing them with learning opportunities, to further their
growth.
By: Oguchi Martins Egbujor FHEA FCMI MBA
24

Training
Training implies a process of upgrading an individual’s knowledge, skills
and competencies. When an employee joins the organization, he or she
is given job-related training to ensure satisfactory performance of the
tasks and duties assigned, so that the employee can contribute more to
the organization.

Development
On the other hand, development has a long-term view. It is all about
preparing the employee for the current as well as future jobs, by
providing them with learning opportunities to increase their capacities,
to undertake more challenging and complex tasks.

Types of training
• On-the-job Training
• Job rotation
• Job Mentoring
• Shadowing
• Coaching
By: Oguchi Martins Egbujor 27

The Importance of Training and
Development

Training Needs Analysis

Reasons For Training Needs Analysis
• New employees
• Promotion
• Transfer
• Performance Appraisal
• Career Planning
• Accident
• Quality control
• Grievances
• New positions
• Special assignment
• Job description
• Job rotation
• Future plans/shifting priorities
• New plants/equipment
• New products
• Implement change
• Health and safety
• Trends and current issues

Class Activity
Working in a group of two (2):
Carry out research on a chosen business organisation
1. What is training and how does that improve the productivity
of their workforce?
2. List five (5) benefits of training for employees and five (5)
benefits of training for the employer
Your research MUST be focused on the publications made by that
particular organisation (Reference the author and the date)

LO1.2
Analyse potential barriers to professional development.

Barriers To Professional Development
The barriers to Professional Development include:
1. Lack of motivation
2. Feeling that CPD is irrelevant
3. Time constraints
4. Financial constraints
5. Distance
6. Limited resources.
https://www.sciencedirect.com/science/article/pii/S2452301120300894#:

Barriers to CPD In Healthcare
• Lack of time –
• Shortage of staff –
• Lack of IT skills and resources –
• Shift patterns –
• Lack of funding –
• https://www.highspeedtraining.co.uk/hub/professional-
development-in-health-and-social-care/#:

LO1.3
Compare the use of different sources and systems of support for

Different Strategies
(Development of Individuals)
• PDP (Personal Development Plan)
• CPD
• On the job training
• Education and training
• Placement
• Mentoring/Coaching
• Conference
• MBO
• Meetings
• Workshop
• Secondment/Deputising for others/Shadowing
• Peer Assessment Review
• Skill Audit

Sources of Support
• Formal support
• Informal support
• Appraisal
• Supervision
• Feedback
• Mentoring
• Shadowing
• Independent study
• Research
• Placement
• Volunteering
• Peer observations
• External agencies

Management Approaches
• Leadership Style
• Motivation
• Mentoring
• Coaching
• Training
• Shadowing
• Task orientation
• Team orientation
• Individual orientations

LO1.4
Explain factors to consider when selecting opportunities and activities
for keeping knowledge and practice up to date.

Costs of Training and Development
• Planning (identifying/assessing training needs)
• Programme development/design (research, purchase of
training materials and supplies)
• Delivery (trainer, training spaces, refreshments, technology
such as wi-fi, audio/visual (AV) equipment
• Evaluation (time spent evaluating the training)
• Time (staff involved away from productive work)

Main Reasons For Training and Development
Strategic
• Meet aims and objectives
• Increase Profit
• Increase Turnover
• Increase Market share
• Become market leader
Operational
• Increase productivity
• Introduce new technology
• Improve health and safety at work
• Comply with legislation/regulations
• Understand new policies/procedures
• Succession plan
• Improve quality
• Decrease defects
• Motivate and improve performance

Key Features of CPD Process
1. Be a documented process.
2. Be self-directed: driven by you, not your employer.
3. Focus on learning from experience, reflective learning and review.
4. Help you set development goals and objectives.
5. Include both formal and informal learning.
https://career-advice.jobs.ac.uk/career-development/what-is-
continuing-professional-development-cpd/

Sources Of Training and Development
Sources of support for learning
and development:
 Formal/informal support
 Appraisal/supervision
 Feedback
 Mentoring
 Independent study
 Work experience
 External agencies
 Training courses
 Research
 Shadowing
 Media

Identifying Training and Development Needs
Lewin Force Field Analysis
Enabling Forces Disabling Forces
In this box, itemise all the strengths (the skills,
competences, knowledge and understanding) that are
desired to enable the employee to be effective,
efficient and productive to meet the aims and
objectives of the organisation
In this box, itemise all the weaknesses (this is where
you enumerate that the employee need which he/she
has not already have or not very good at which needs
to be harnessed. (These include all the skills,
competences, knowledge and understanding) desired
by the organisation to enable the employee to
contribute to the achievement of the organisational
aim and objectives

LO2
Be able to prioritise goals and targets for own professional
development.

Be Able To Prioritise Goals And Targets For
Own Professional Development
1. LO2.2. Prioritise development goals and targets to meet expected
standards.
2. LO3. Be able to prepare a professional development plan.
3. LO3.1. Select learning opportunities to meet development
objectives and reflect personal learning style.

LO2.1
Evaluate own knowledge and performance against standards and
benchmarks.

National Standards
Fundamental Standards (Health and Social Care Act 2008 (Regulated
Activities) Regulation 2014)
• Fit and Proper Person employed
• Communicating effectively
• Person-centred Practice
• Respect and Dignity
• COSHH
• RIDDOR
• Client’s Independence
• Consent and Confidentiality

Code of
Conduct
For Care
Workers
1. Be accountable by making sure you can
answer for your actions or omissions.
2. Promote and uphold the privacy, dignity,
rights, health and wellbeing of people who
use health and care services and their
carers at all times.
3. Work in collaboration with your colleagues
to ensure the delivery of high quality, safe
and compassionate healthcare, care and
support.
4. Communicate in an open, and effective
way to promote the health, safety and
wellbeing of people who use health and
care services and their carers.
5. Respect a person’s right to confidentiality.
6. Strive to improve the quality of healthcare,
care and support through continuing
7. Uphold and promote equality, diversity and
inclusion.
Oguchi Martins Egbujor

• What is the target/skills?
• What is your present skills?
• Identify where you are now?
• How did you identify your present skills?
• Is the system and process of identification effective?
• Do you need to involve friend/manager/colleague?
• How do you validate learning?
• Do you know the industry standards?
• Are you doing it as it should be?

Self-Awareness
You have to reflect on your learning to increase your self-awareness
when you follow a personal development plan. You must set a limit for
yourself; you may evolve into a growth mindset. What that means is
that instead of believing that your skills are good enough as they are,
you thrive on challenging your limits. You focus on taking steps that
help you learn and change for the better. Learning and development
are incremental; it is a step-by-step process.

Ilford Chambers, 11 Chapel Road, Ilford, Essex, IG1 2DR 53

Identification Of Training Needs
Training Needs Analysis (TNA) or Training and Learning Needs
Analysis (TLNA) is a health check on the skills, talent and
capabilities of the business, which:
• Reviews current skill levels of staff
• Identifies skills/knowledge gaps in the business/of an
individual
• Looks at new skills that could take the business forward.

LO2.2
Prioritise development goals and targets to meet expected standards.

Time Management
Organisation of time is very important in CPD. Write your action plan
and follow it. The physical representation of your priorities helps you
focus on completing important, beneficial tasks first. You learn to let go
of unimportant tasks; Issues that are not important which you might
have crammed into your schedule to feel more accomplished. Separate
issues and allocate time to each of them. Ensure that you remain
focused on your target.

LO3
Be able to prepare a professional development plan.

Personal Development Plan
Personal development is an ongoing process that drives a individuals to
improve their knowledge, skills and experience, so that they can
achieve their goals. A personal development plan (or PDP) is a method
of focussing on goals into achievable steps, which helps to keep track of
personal development.
https://www.highspeedtraining.co.uk/hub/personal-development-
plan-template/

CPD Plan
1. The Aim/Set Target
2. The Objectives
3. Plan to start the programme
4. Identify barriers
5. Plan to overcome the barriers
6. Identify the mode of learning
7. Commence learning
8. Evaluate learning
9. Review process
10. Improve learning

CPD Planning
To plan for your CPD, you must consider your goals and how you want
to achieve them. You set out practical actions and timeframes based on
a SMART framework; your goals should be:
1. Specific
2. Measurable
3. Achievable
4. Relevant
5. Time-based
6. Barriers

Organisational Considerations
Employees and the Employer
TRAINING AND
DEVELOPMEN
T
Business Aim
and
Objectives
Employee
Current skills
and desired
skills
Training and
Development
systems
Costs of
Training and
Development

LO3: Be Able To Prepare A Professional
Development Plan
LO3.1. Select learning opportunities to meet development objectives
and reflect personal learning style.
LO3.2. Produce a plan for own professional development, using an
appropriate source of support.
LO3.3. Establish a process to evaluate the effectiveness of the plan.

Identifying Training and Development Needs
• Succession Planning (Strategic Focus)
• Gap Analysis
• SWOT Analysis
• MBO
• Organisational Analysis
• Task Analysis
• Training Needs Analysis (TNA)
• Career Progression and Job Rotation
• Placement
• Personal Needs Analysis

Planning For Personal Professional
Development
1. Put aside some protected time to reflect and take stock; if you
do not, things may not change, and you might miss out on
some good opportunities
2. Be systematic, write a plan and regularly review it
3. Find at least one person who can act as a ‘critical friend’.
Consult them to get feedback on your ideas or ask advice.
This could be a colleague, friend, professional coach, or line-
manager.

Professional Development Plan
Planning helps you take the thoughts that float aimlessly around your
brain and record them in an actionable format. It is especially useful for
healthcare workers, as your daily schedule may leave you little room to
pause and think about your aims.
plan-health-and-social-care/

Why Train Employees?
To meet the aims and objectives of the business
organisation. There could be many reasons
however, each organisation is different

Identifying Training Needs cont.
• Pair Rating
• Peer Rating
• Behavioural Anchored Rating Scale) (BARs)
• Forced-Choice Rating Scale
• Graphic Rating Scale
• Essay Rating method
• Skill Audit
• Critical Incident Rating

Appraisal
An appraisal is a meeting, usually held by a manager, to discuss
your performance. They’re generally carried out on a quarterly or
six monthly basis, and allow you to review your objectives and
goals, and talk about your ambitions. This allows you and your
manager to work out the best ways to build your career in line
with the company’s objectives.

360 Degree Appraisal
This is a system of evaluating employee performance for the
purpose of identifying training needs. It is usually between the
employee and the manager, and requires other members of the
team, including customers to voice their views on employee
performance. Usually, the manager gets in touch with the
colleagues, customers, or suppliers who have working
relationship with a particular employee to anonymously provide
feedback to various questions about the performance, and their
experience working with that particular employee.

Types of Training
• External/Off-the-job Training:
• Secondments
• E-learning/online learning
• Vocational and Professional courses
• Conferences
• Seminars
• Workshops

Mentoring
Mentoring creates a space which is confidential and safe, within which
people can talk through ideas, experiment with new ideas and try again
if necessary. Mentoring can help staff take a step forward by linking
them with someone who has the knowledge and expertise to help
work through their development needs.
(Skillsforcare, 2019)

Mentoring
Mentoring is something that staff need to want to do! Mentees will be
supported and challenged in equal measure. The focus will be on
where they want to get to and not what the mentor feels they need to
learn. It’s a partnership where they will be encouraged to take control
of their own development, try things out, learn from mistakes and
benefit from the advice and support of the mentor.
https://www.skillsforcare.org.uk/About/Blog/Blog/Developing-
opportunities-through-mentoring.

Shadowing
Shadowing another provider will allow the shadower to gain a broader
perspective of the role that staff in other professions play in patient
care. The shadower will observe oral and written communication
practices and problems and the effect they have on collaboration and
teamwork. Shadowers will be able to identify communication and
teamwork defects that may lead to poor patient outcomes.
https://www.ahrq.gov/hai/cusp/toolkit/shadowing.html

Purpose of Shadowing
Shadowing is a tool that offers a structured approach to identify, and
then improve, communication, collaboration, and teamwork defects
among different practice domains that affect patient care delivery:
 Review your list of observed communication and teamwork problems.
Be objective and use a systems approach to look at patient care
delivery.
 Discuss with the provider you shadowed what you believe may
reduce communication errors and teamwork problems affecting
patient care delivery within your practice domain.
 Prepare a draft of the problems identified and your proposed
solutions. Meet with the administration to discuss your findings.

Group Class Activity 07/11/2022
Choose a business and plan for training of the workforce based
on the recent training needs analysis that you have carried out
on your chosen business; prepare a PowerPoint and present your
findings.
• The business Mission
• The objective
• Reasons for training

LO4
Be able to improve performance through reflective practice.

Be Able To Improve Performance through
Reflective Practice
1. LO4.1. Compare models of reflective practice.
2. LO4.2. Explain the importance of reflective practice to improve
performance.
3. LO4.3. Use reflective practice and feedback from others to improve
performance.
4. LO4.4. Evaluate how practice has been improved through:
5. • reflection on best practice
6. • reflection on failures and mistakes.

Reflective Learning By NCFE
Reflection is something we do every day, often without thinking
and without structure. For example, if I eat an entire packet of
biscuits in one sitting, I may on reflection think it was a bad idea
because I have consumed a lot of sugar. For some people, they
use this as a learning experience. They reflect, decide it may not
have been a good idea in the first place and learn not to do it
again. For me, well, I’m short-sighted when it comes to biscuits.
My point is, we all have the capacity to be reflective to do what’s
best for ourselves, so why wouldn’t we use this in learning?

Reflective Learning

Kolb’s Reflective Cycle

Reflective Theories
• Kolb’s Reflective Cycles
• Mumford and Honey Learning Style
• Myers-Briggs Personality Trait/Indicator
https://www.simplypsychology.org/learning-kolb.html

Self-Awareness
You have to reflect on your learning to increase your self-awareness
when you follow a personal development plan. You must set a limit for
yourself; you may evolve into a growth mindset. What that means is
that instead of believing that your skills are good enough as they are,
you thrive on challenging your limits. You focus on taking steps that
help you learn and change for the better. Learning and development
are incremental; it is a step-by-step process.
plan-health-and-social-care/

Review and Reflect On CPD
Where am I now?
Review and reflect on any learning experiences over the
previous year or over the past three months. Write your thoughts
down about what you learned, what insights it gave you and what
you might have done differently. Include both formal training
events and informal learning, such as:
• Learning from colleagues or shared learning from networking
• Reading about new technologies, new methods of working,
legislative changes

Reflecting On CPD Cont.
• Shadowing or assisting an experienced colleague
• Insights and learning points from coaching and mentoring
• Reflections, insights and learning points from taking on a new
responsibility
• Organisational or role change
• Temporary job swaps within the department/organisation
• Deputising or covering for colleagues

Reflecting On CPD Cont.
• Insights and lessons learned from mistakes
• Lessons learned from critical incidents or events
• Make a note of any outcomes of each learning experience and
what difference it has made to you, your colleagues, your
students (if relevant) or your employer
• https://career-advice.jobs.ac.uk/career-development/what-is-
continuing-professional-development-cpd/

Reflective Practice
1. What were the tasks I needed to complete?
2. What tasks did I complete?
3. How did I perform?
4. Could I have performed better?
5. What will I do next time?
6. Write down your reflections and keep them together with your
personal development plan.
7. Create constructive answers that focus on what you will do
differently to bring about real, applicable change

Importance of Reflective Practice
Plan and review the significance of personal growth. Learning is a
never-ending process, and that is a good thing; a desire to
continuously expand one’s capabilities is the driving force that
moves each individual forward. Recognising how much one has
improved his/her skills is satisfying, and helps an individual to
maintain momentum, which enables the delivery of higher
quality health and social care practice. The continued reflection
on one’s learning and development helps professionals to gain
confidence and attains greater height within the industry.

NCFE L5 Promote professional development (Unit 52) 2023.pptx

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