Section 1: Know how to identify development needs
1.1 After using the VAK learning styles self-assessment questionnaire I discovered my learning style to be KINASESTHETIC meaning I learn more through physical experiences, such as touching, feeling, holding, doing and practical hands on experiences. This did not come as a surprise to me as in my current job role it is very hands on, and I’ve had to learn very quickly mainly through trial and error. I am not someone who likes to ask for help or to read instructions I prefer to experience things for myself. This could also be seen as a weakness for me although when things do go wrong I feel I learn from my mistakes. The VAK showed that staff member K was a VISUAL learner this means she learns best from observing others and viewing the task in hand first. This again was not a surprise to me because of her job role, although she did state she thought she was more a KINASESTHETIC learner but could see from the definition at the end that she properly did lean more to a VISUAL learner. This could show to sometimes be difficult to teach her new roles as having to demonstrate each time could be time consuming and time is precious in our daily routine.
1.2 SWOT analysis
STAFF MEMBER K
Internal Factors| External factors|
Strengths * Able to form good relationships with parents * Reliable * Keeps calm under pressure * Good understanding of EYFS * Caring and cordierite to children’s/staff needs| Opportunities * Training to improve knowledge * Driving lessons * Future to complete a management course and or foundation degree * Delegate * Team work| Weaknesses * Everyone’s friend * Do not aid manager enough with certain tasks * Lack confidence when dealing with confrontation or situations involving staff * Communication between myself and staff * Very forgetful | Threats * Not driving * Illness * Willingness |
Internal Factors| External Factors|
Strengths * Encouraging- team bonding * Time for staff * Praise day to day * Flexible * Considerate * Encourage staff training| Opportunities * Buy property * New staff * External training ILM course * Sharing knowledge| Weaknesses * Time management * Expectations of others * To considerate * Experience & qualifications * Open door policy| Threats * Rental of premises * Limited children * Finances * Staff turn over * People’s attitudes|
By using a SWAT analysis on myself and staff member K I have been able to identify our development needs, which enables me to plan ahead to continually develop us. From this I can clearly see that staff member K development needs are to develop self confidence in her job role which will help her to manage the staff, also to become more assertive. She also needs to remember instructions given to her to enable the running of the nursery to go smoothly. My development needs are to attend training to develop my knowledge in my role due to my lack of experience, also to develop my time management so all tasks are completed on time as well as keeping up to date on the development of my staff. 1.3 The barriers that staff member k may face that has the potential to hold her development back are travel as she does not drive which means finding courses in suitable locations and distances for her to have access too. The cost of the travel expenses will also act as a barrier as being such a new brand of nursery means funds are limited. Due to her lack of confidence also shows her to be UN willing to attend further training even if it is for her own development need. I myself face barriers again with finances as funds are limited. Staffing also faces me with a barrier as I am often counted in ratio which means to take me out means we are faced with insignificant staff to child ratios. 1.4 It has been identified that staff member K must attend management...