Software Training and Employee Development

The assignment focuses on various techniques and processes used to train employees in software applications. It emphasizes the role of managers in motivating employees, organizing training programs, and fostering individual growth through skill enhancement. The report also suggests methods for effective learning and knowledge acquisition related to software usage.

Managing Personal and
Professional Development

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1 Compare sources of information on professional development trends and their validity.....4
1.2 Identify trends and developments.........................................................................................4
1.3 Own current and future personal and professional development needs relating to the role. 5
TASK 2............................................................................................................................................5
2.1 Evaluate the benefits of personal and professional development.........................................5
2.2 Explain the basis on which types of development activities are selected.............................6
2.3 Identify future and current likely skills, knowledge and experience needs using skills gap
analysis........................................................................................................................................6
2.4 Agree a personal and professional plan that is consistent with business needs and personal
objectives.....................................................................................................................................7
2.5 Execute the plan within the agreed budget and timescales...................................................8
2.6 Advantage of development opportunities made available by professional networks...........8
TASK 3............................................................................................................................................9
3.1 Set specific, measurable, achievable, realistic, and time-bound (SMART) objectives........9
3.2 Obtain feedback on performance from a range of valid sources..........................................9
3.3 Review progress towards personal and professional objectives...........................................9
3.4 Amend the personal and professional development plan....................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Personal and professional development is often also called continuous professional
development (CPD). It is important that organisation continue learn and develop to keep their
skills and knowledge up to date and ensure in market to work safely, legally and effectively.
Professional development involves developing yourself in your role to entirely understand the
job you do and how you can improve (Alexander ed., 2013). It involves enhancing the necessary
skills to carry out your role as effectively as possible and is something that will continue
throughout your working life. In this report, proper management and planning of personal and
professional development is being made.
TASK 1
1.1 Compare sources of information on professional development trends and their validity
It is examined that there are numerous work setting that are vital situations regarding the
new innovation that can help an individual in the process of developing their professional skills
and expertise. As the manager of the ABC organisation, and as a learning innovation expert, I am
normally heard conversing innovation measures being used as a part of the work setting.
In the event that we remove innovation from the condition for one minute and consider
these patterns, I`d put instruction up as a sparkling case of how to accomplish every one of them,
with the expansion of being especially powerful at `organizing the person:
Go portable – Training associations of various kinds and sizes have been going versatile,
conveying preparing here, there and all around, making learning as available as could be
allowed.
Comprehend social – The very way of classroom or gathering conveyance is that it gives
the chance to social cooperation and it's what educators know and love.
Measure adequacy – Particularly if the government subsidized, measuring viability is
inserted into each part of what preparing associations do.
1.2 Identify trends and developments
It is critical for all employees in any association to build up their abilities and individual
qualities all through their profession (Allen and Penuel, 2015). This permits people to increase
new aptitudes and information identifying with their part and additionally having the capacity to
perform requesting errands that require more skill.
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In my working environment, I am offered a yearly audit meeting with my line
administrator. This meeting allows me to talk about any issues I might confront inside my part,
how I can enhance aptitudes. Here are numerous abilities required with a specific end goal to be
an effective overseer. When chipping away at a gathering, a standout amongst the most vital
abilities is correspondence. It is fundamental to have the capacity to speak with an extensive
variety of individuals, particularly when working in a school. Systems administration is helpful
as it means it is less demanding to get some answers concerning more profession open doors.
1.3 Own current and future personal and professional development needs relating to the role
It is critical to have the capacity to assess your own execution in your part, as this makes
you mindful of what should be enhanced and how to do as such. Qualities and shortcomings are
inside variables that influence advancement from inside the association. Openings and dangers
are outer elements exhibited by nature outside the association. Having the capacity to get new
abilities rapidly, arranging my time effectively, organizing undertakings appointed to me inside
my part and having the capacity to impart well inside a workplace. National Careers Service
furnishes people with data and sets of expectations of numerous parts in a scope of various
ventures (Chen and Lou, 2014). Dangers are potential obstructions that could ruin profession
movement. General cases of these are excess, obligation and subsidence.
TASK 2
2.1 Evaluate the benefits of personal and professional development
The major benefits which can be availed by the person and professional development of
the individual are as follows:
 Increment the aggregate information: Proficient improvement can likewise help raise
general staff ability and are possessed with improved knowledge in carrying out of tasks.
 Lift workers` employment fulfilment: At the point when staff individuals can carry out
their occupations adequately, they develop more certain, which prompts to more
noteworthy occupation fulfilment and enhanced worker maintenance (Izadinia, 2013).
 Make organization all the more engaging: When employees offer proficient
improvement openings, they are building a positive notoriety as a business that thinks
about its workforce and endeavours to utilize just the bes
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Amplify maintenance technique:The specialists need to feel like they're having any kind of
effect and developing. On the off chance that colleagues don't feel rested, or they sense
stagnation in their vocations, they'll search for progression openings somewhere else.
2.2 Explain the basis on which types of development activities are selected
A training program has a superior shot of accomplishment when its preparation strategies
are deliberately chosen. A preparation technique is a system or strategy that a mentor uses to
convey the substance so that the students accomplish the goal. Selecting a proper training
technique is maybe the essential stride in preparing action once the preparation substance is
recognized. There are many training techniques, however not these are similarly reasonable for
all points and in all circumstances (Johnson, 2014). The training techniques which are described
below ought to be chosen on the premise of how much they do the accompanying:
 Permit dynamic support of the learners.
 Help the learners exchange taking in encounters from preparing to the occupation
circumstance.
 Furnish the learners with information of results about their endeavours to move forward.
 Give a few intend to the learners to be fortified for the fitting conduct. (Martin, 2006)
 Give the learners a chance to rehearse and to rehash when required.
 Spur the learners to enhance their own execution.
 Help learners increment their eagerness to change.
2.3 Identify future and current likely skills, knowledge and experience needs using skills gap
analysis
Building up skills gap examination regularly includes characterizing the abilities and
learning required to finish an assignment and after that contrasting a man`s present level with
that necessity.
1. Recognize business objectives- To stay aggressive, private ventures regularly need to
keep up a talented work compel. Evaluating the basic abilities required by an association permits
the organization to guarantee present and future workers have the correct attitudes to empower
ideal business execution.
2. Gather information- Make an abilities stock to list the aptitudes and learning to play
out every part in the organization. For instance, make a spreadsheet that rundowns the errands in
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one segment and the aptitudes and information in another. Watch individuals finishing the work
to approve your suppositions. Rate workforce as passage level, ace level or master level.
3. Decipher the information and make suggestions- Set up a report that rundowns the
missing abilities and information required to finish work effectively. For instance, list the
aptitudes needed by existing specialists, recently procured school graduates or brief workers.
Other common crevices can include extending administration, deals, specialized or client benefit
aptitudes.
2.4 Agree a personal and professional plan that is consistent with business needs and personal
objectives
Different needs are there and PPD plan is explained below-
S. No Learning
goal
Current
proficienc
y
Target
proficienc
y
Developm
ent
opportuni
ties
Criteria
for
evaluatin
g success
Time
scale
Proof
a. Efficiency
and
effectiven
ess
Procedures
are not
cost
effective
and they
do not
organize
the
productivit
y
Applicatio
n of new
innovative
techniques
and
methods
so that
best
outcomes
can be
find
Supported
by top
managers
and board
of
directors
Success
can be
monitored
through
performan
ce report
2 months
required
Manager's
opinions
and
suggestion
s
b. Leadershi
p style
Autocrati
c is used
Democrati
c and
transaction
al
leadership
Skills can
be
developed
from
CEO who
CEO
evaluate
report
5 weeks CEO and
superior
manager
report
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can be
used
can guide
them
guide and
supervise
them.
Mentoring
can also
be used
c. Motivatio
n and
skills
Some
individuals
are
negatively
motivated
Motivatio
n there
such as
Maslow,H
ertz berg
can be
used to
motivate
all.
Different
programm
e and
events are
planned
which
increase
motivation
level
Training
and
developme
nt
manager
can
monitor
performan
ce
1 month Document
s of
training
and
developme
nt officer
2.5 Execute the plan within the agreed budget and timescales
An extensive variety of techniques were fused to guarantee the achievement of the first
improvement arrange. While trying to guarantee the accomplishment of expert aptitudes in
administration, understudy openings assumed a basic part separated from the preparation
programs. Through the assistants, I understood my ranges of shortcoming and qualities that
affected my expert mission. The projects offered me the stage for improving my abilities in
different administration positions. Certain models of operations have turned out to be
instrumental in surveying the advance made in the accomplishment of the underlying
improvement arranges (Drury and et. al., 2014). The accessible open doors likewise altogether
helped in the improvement of the conceivable components to adequately accomplish the required
advancement arranges. Positive open doors gave stages to enhancing individual and expert
abilities.
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2.6 Advantage of development opportunities available by professional networks
There are various advantages of development opportunities by professional bodies. They
are-
Networking opportunities -
When any person join a professional association, individual can deepen existing business
relationships and forge new contacts regularly. They can make lasting ties with other
professionals in your trade having common interests or similar concerns. The relationships are
mostly rich, and an ongoing source of ideas and inspiration.
Professional development- Professional associations often offer these courses free of cost
or for a subsidized fee for their members and do the work to establish the acceptance of
continuing education credits by the licensing board. Newsletters and journals published by the
association give an opportunity to all employees to polish their communication skills and learn
about the advances in their field. Access to research material and industry information is another
reason behind joining professional associations.
Education - Many professional organizations offer members to upgrade or refresh their
knowledge of trade and business expertise or acquire new skills in workshops, seminars,
conferences, and even online courses. The typical subject matters may run the gamut
from funding of small businesses to tax tips, and advice on recruitment and employee
management.
TASK 3
3.1 Set specific, measurable, achievable, realistic, and time-bound (SMART) objectives
SMART is the acronym used to ensures objectives and targets set utilizing a self-
awareness plan are sensible. This guarantees targets are straightforward and simple to reach.
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Specific : Specific goals; I have distinguished on my arrangement are all sensible as they
identify with my administrator part and my association (Holmes, 2013).
Measurable: As I am right now preparing, these necessities will be tended to through the
span of my program.
Attainable: My objectives are all achievable because of my preparation program, and I
trust I am as of now working with the best of my capacities to contact them.
Relevant: I will attempt to request verbal criticism from my line chief in wording.
Time: I have determined 1 -2 year time for meeting these objectives and goals.
3.2 Obtain feedback on performance from a range of valid sources
Feedback can received from many sources such as internal as well as the external.
Interview – Interview can be taken from all the employees and the managers so that the
performance can determine by the senior managers. Be receiving the suggestions senior
manager can find that performance is not improved. For example they had not learn to operate
the software as their target was to learn software.
Questionnaire – Feedback form is distributed to all employees so that they can give
correct answers. It contains questions related to the improving of performance and related to
enhancement of skills. It is determined that their performance is not improved as mostly all
employees have given answers that they have not learned to start software.
Observation – Through observation of senior managers and CEO, they can evaluate that
performance of all employees had improved or not. They monitor attitude and behaviour of all
members which helps them in judging their performance. They monitor that all employees have
not learned the software.
3.3 Review progress towards personal and professional objectives
Habitually, when execution administration is specified, individuals think about the
worker execution evaluation or audit. Execution administration, nonetheless, includes quite a lot
more. A successful execution administration prepares empowers administrators to assess and
measure singular execution and streamline profitability by:
 Adjusting individual representative's everyday activities with vital business goals.
 Giving permeability and illuminating responsibility identified with execution desires.
 Reporting singular execution to bolster pay and profession arranging choices.
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3.4 Amend the personal and professional development plan
As employees have not learned to start the software then company have to change their
processes and methods so that they can learn new methods to start the software. They can hire
competent and trained experts so that they can give efficient training to start techniques and
processes of software. Managers also motivate all employees so that they can learn different
tools and techniques of learning the software. They can also organize training and seminars
which helps in showing pictures and there are different professionals who can give training to all
employees. Through these plans employees can easily increase the skills and knowledge by
learning to start the software. It helps in development of all individuals.
CONCLUSION
The above report states that there are various methods and techniques through which an
individual can achieve their techniques and methods. In order to manage the success and
achievement as well as undertake above mentioned point, one can easily manage their personal
and professional development. Habitually, when execution administration is specified,
individuals think about the worker execution evaluation or audit.
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REFERENCES
Books and Journals
Alexander, K. ed., 2013. Facilities management: theory and practice. Routledge.
Allen, C. D. and Penuel, W. R., 2015. Studying teachers’ sensemaking to investigate teachers’
responses to professional development focused on new standards. Journal of Teacher
Education. 66(2). pp.136-149.
Chen, C. M. and Lou, M. F., 2014. The effectiveness and application of mentorship programmes
for recently registered nurses: a systematic review. Journal of nursing management.
22(4). pp.433-442.
Drury, V. and et. al., 2014. Compassion satisfaction, compassion fatigue, anxiety, depression and
stress in registered nurses in Australia: Phase 2 results. Journal of Nursing
Management. 22(4). pp.519-531.
Friedman, A. L., 2013. Continuing professional development: Lifelong learning of millions.
Routledge.
Gonzales, S. and Lambert, L., 2014. Teacher leadership in professional development schools:
Emerging conceptions, identities, and practices. Journal of School Leadership. 11(1).
pp.6-24.
Holmes, B., 2013. School teachers' continuous professional development in an online learning
community: Lessons from a case study of an eTwinning learning event. European
Journal of Education. 48(1). pp.97-112.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
Educational Research Journal. 39(4). pp.694-713.
Johnson, P., 2014. Fundamentals of collection development and management. American Library
Association.
Laschinger, H. K. S. and et. al., 2014. Effects of unit empowerment and perceived support for
professional nursing practice on unit effectiveness and individual nurse well-being: A
time-lagged study. International journal of nursing studies. 51(12). pp.1615-1623.
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