• To analyse my own and one another member of my work team’s development needs and learning styles. • How to meet these development needs
• Support mechanisms available and
• How the development needs can be monitored
Self development is acquiring knowledge, discovering and improving skills. Identifying training required and acquiring it. Setting goals, planning for the future and keeping up to date with professional skills. This is led by yourself as opposed to employee development which is led by the employer. To be effective it should follow a set out plan. (BNet) • Define the purpose or reason for development
• Identify the skills or areas that need development
• Find development opportunities
• Create an action plan
• Undertake the development
• Record the outcomes of the development activity
• Review and evaluate the outcome and benefits
Self development is also an important factor in continuing professional development It is important in the managerial context as it helps you towards a continual process of achieving your aims and objectives through knowledge of strengths and weakness, skills, experience and self awareness – EQ and adapting to your environment. Especially by making targets to achieve goals. Focusing on the importance in the managerial context, it uses knowledge of strengths and weakness to utilize staff according to skills and helps with planning work load. It helps to motivate people by helping to update skills. Leadership role model to inspire others. Encourages learning to be more creative and innovative, adaptable and flexible to change and improvements.
I work for KCH within the EPR Team (Electronic Patient Records) as a Senior Clinical Analyst. My colleague Rita Simpson is also a Senior Clinical Analyst. In our roles we are the frontline contact for the rest of the trust with regards to any issues or training to do with EPR, either via, classroom, phone or email contact. We are also consultants on how to utilise the EPR system to create functionalites for collecting and collating information using the system and finally we help develop and create those new functionalities via working with clients to specify the new functionality, creating specification documentation, working with our technical colleagues to create the new functionality and then creating test plans to test the new functionality and the piloting and deploying the new functionality within the trust.
Analysis of development needs and learning styles:
The tools used for analysing the development needs and learning styles for Rita and myself are the Honey and Mumford LSQ and Study Skills audit.
Learning styles refers to the attitudes and behaviour that determines a person’s preferred way of learning. Mostly individuals are unaware of their learning styles preferences. They may feel more comfortable with and learn more from some activities than others. Finding a preferred learning style is the key to ensuring effective learning can be achieved through a variety of ways.
It would therefore be most useful to use the above to consider what you intend to do differently when you perform certain tasks. LSQ should reinforce learning by linking the act of performing a task for example with thinking about why you are performing that task.. Knowing what we are doing and why could help us understand how we learn. (Megginson et al 1993)
Honey and Mumford Learning Style
Activists: have a go and see attitude and will try anything once. They thrive on excitement and dive into projects without any structure and do not consider the consequences. Reflectors: Take time to think things over, are cautious, and will only commit after having all the relevant information to hand. Theorists: Prefer logic and collecting and collating data, which they file away tidily before attempting any new tasks. Pragmatists: Prefer tried and tested...