BTEC L5 Diploma: Professional Practices in Education & Training

This report explores professional practices in education and training, focusing on the concept of professionalism and dual professionalism, and how professional values influence areas of specialization in human resource management. It examines the impact of current educational policies, the roles of stakeholders and external bodies, and the importance of working in partnership with employers. The report also analyzes the influence of social, political, and economic factors, as well as organizational policies and codes of practice, on educational institutions. It highlights the need for strong communication skills, responsibility, integrity, adaptability, and reliability in human resource management, and emphasizes the importance of adhering to codes of conduct and engaging with professional bodies to enhance skills and competencies.

Theories Principles and
Models in Education and
Training

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Explaining reflective account on concept of professionalism and dual professionalism...........3
Explaining ways through which professional values influences own areas of specialism......4
TASK 2............................................................................................................................................6
Carrying out research and discussions........................................................................................6
TASK 3............................................................................................................................................8
Identifying role of stakeholders and external bodies in education and training.........................8
Explaining how being accountable to stakeholders and external bodies impacts organisation.8
Explaining importance to work in partnership with employers and other stakeholders in
education.....................................................................................................................................9
CONCLUSION..............................................................................................................................10
TASK 4..........................................................................................................................................10
(COVERED IN PPT)................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Education and training is process through which individual is able to gain certain skills
and knowledge over the time through proper training. Also, the present report is based on the
human resource management post and will explain the concept of professionalism and dual
professionalism used in the education and training .Moreover, certain values that influences
the own area of practice will also be explained in detail under this report. Furthermore,
analysing the impact of current educational policies and role of stakeholders in human resource
will also be explained. Also, the study will also explain why it is important to work in
partnerships with employers and explain certain key aspects of policies, and code of practices of
any organisation. Lastly, the report will identify impact of the national, institutional and local
policies in the organisation and practice in detail.
TASK 1
Explaining reflective account on concept of professionalism and dual professionalism
In my knowledge concept of professionalism is one that defines that there need to be
presence of certain skills, knowledge and practices in order to become effective educators in the
future. Moreover, professionalism involves that person need to be reliable in all its working,
capable of setting its own high standards so that it might be able to work systematically.
Furthermore, professionalism individuals are more accountable to their certain thoughts and
actions (Choy, Wärvik and Lindberg, 2018). Also, I have realized that having professionalism in
the human resource management area is different from all other areas of education as it means
all the tasks that are carried out in the professional world are fully on the basis of integrity,
competency and knowledge that is acquired through the learning courses that are provided in
various organisations. Moreover, the major motive of the professionalism is helping both
trainers and educators to enhance and develop skills that would be required in the future
undertaking of any activity. Also, in my knowledge professional individuals are the ones that
have acquired some kind of degree from the learning institute that further helps in the meeting
certain requirements in the future. On the other hand dual professionalism refers to the
individual that is specialised in both education and in any industry experience. Thus, these types
of individuals have detailed and better knowledge regarding various concepts that are applied in
the future thus ensuring continuous development in teaching practice. Furthermore, it can be

said that professionalism in the human resource management is also related with adopting the
right attitude and behaviours while keeping aside the personal feeling and attitudes so that
certain task is accomplished in best possible way. Also, such type of dual professionalism means
that there is high performance work and ethical standards so that there is better working in the
future in any related field (Martínez-Morales and Marhuenda-Fluixá, 2020). Furthermore,
people that are more compassionate about learning some new concepts tend to remain more
active in various situations so that deeper understanding and insights might be gained that
would be further might be applied in the future. Also, while gaining the degree of
professionalism it is important that individual is able to adhere and follow certain code of
conduct so that working might become easier.
Furthermore, code of conduct refers to certain policies that are followed within the firm
that lays down certain principles, standards and ethical expectation that are expected when the
individual is working in any organisation (Batholmeus and Pop, 2019). Moreover , it is also
required that to complete dual professionalism it is essential that individual is able to gain the
membership of any professional bodies that is related with area of human resource
management. For instance: Society of human resource management is one of largest bodies
consisting of the HR professionals through which the individual might be able to gain best
opportunities in the future. Moreover, there are various qualified teacher learning and skills
status that allows in smooth learning and helps in enhancing various skills and competencies.
Hence, dual professionalism increases the area of knowledge and the help to analyses situation in
best of manner.
Explaining ways through which professional values influences own areas of specialism
In the area of human resource there are certain professional values that are required so
that work is carried out efficiently. Moreover, professional values are the guiding beliefs and
principles that influence the work in positive manner. Also, some of them are briefly described
as follows:
Strong communication skills: It is required that human resource managers had the
effective interaction ability so that groups of people might be easily convinced through certain
thoughts and opinions that are been presented at the workplace (15 Professional Values for a
Successful Career, 2022). Also, this type of soft skills allows handling the diverse group of the
people in best of manner. Furthermore, the communications skill is also helpful at the time of

conflicts between any groups of people so that right amount of solutions might be provided in
various problems.
Responsibility: It is also required that human resource manager need to be responsible
enough to meet certain objectives and complete task that are required to perform duties. Also,
such trait would ensure that individual is committed towards achieving certain goals and will
help in contributing growth of the company. Moreover, the responsible person ensures that all
the task that is been assigned is carry out with least possible mistakes and errors.
Integrity: It is the professional value in the human resource manager that describes that
individual is positive and supportive in the relationships that are built at the workplace with any
of its immediate subordinates. Also, it shows that person is trustworthy and hence any amount of
information might be shared in best way without any hesitation.
Reliability: Human resource management is area that is concern with handling various
diverse people from time to time. Hence, it is required that individual is reliable and punctual to
follow on certain commitments (Owais and et.al., 2020). Moreover, through having such type of
professional values means that the person is capable enough to take the future challenging
projects essential for the growth and success.
Adaptability: Human resource management area is one that requires that individual is
able to adapt to the changing business environment. Also, it states that while working in any
business area there are high chances that various problems will arise. Thus, it is in the
challenging situations that the person is able to show the professional values relating to
adaptability so that problems are overcome in best of manner .Furthermore, the most adaptable
person is one that is able to compromise on certain things and make certain changes so that
continuous growth might be assured in the future
Thus above are some of the professional values that are required to be followed by any
human resource individual so that proper working and better efficiency is ensured in the future.
Moreover, the professional values are not subjected to one particular area but these might be
applied in other education related field too that would ensure both personal and professional
growth in due course of time.

TASK 2
Carrying out research and discussions
Current educational policies
In the context of educational policies it can be said that department for education of
England is very much concern in following various policies so that students are ensured proper
learning and development practices. Also, main motive of the organisation is to promote the
literacy and numeracy within diverse students so that better practices might be ensured for the
future. Also, in the quoted institution it has developed various inspections standards and targets
so that learning of the students might be monitored easily (Doherty and et.al., 2018). Moreover,
the current policy that this educational organisation is following is raising the bar on the teaching
quality and thus for this purpose it is focused on making changes in curriculum framework and
the programmes of the study so that students are very well aware of certain changes in various
learning concepts and are also to grasp things in much better manner.
Furthermore, the organisation is using the benchmarking technique in line with national
sampling strategies to assure that institute is up to the mark of quality assurance and
improvement. Thus, it aims that institute not only provide best quality education to its diverse
students but it is able to enhance various skills and competencies that is required to work in any
best institution in the future (Mack, White and Senghor, 2019). Hence, it can be said that
institution is focusing on developing the students for employment rather than just making them
learn on various concepts. Moreover, through setting performance indicators on various teaching
style education institution is able to monitor the progress the organisation is making towards the
success.
Social, political and economic factors
There are various factors that are considered by the quoted institution so that learning
provided is proper and also institute is able to deliver and known for best practices in the public.
Moreover, some of the factors that are considered by this education institutes are as follows:
Social factors: Under this factor organisation considers in raising the standards of the
learning teaching so that more participation of the students might be promoted within the
institution (Drapeau, 2022). Also, department of education in England ensures that all the
underrepresented groups within the institution are engaged in proper manner so that diversity
might be promoted and the best learning might be provided. Moreover, it is known that there

are large regions in UK that have high levels of immigrant families and thus to increase
education level in these people and to promote use of more English language in them education
policy in quoted organisation aims at assisting these people and fill the skill gaps so that better
education might be provided.
Political factors: Here the firm considers and analysis educational policies in terms of
nay national events of education that is happening in the country so that certain modifications
might be made in the existing education policy of the organisation. Moreover, it considers
economic growth and prosperity agenda so that best practices might be followed (Manabete and
Umar, 2018). Also, the government is very much concern in raising the education levels of
various institutions in UK and hence the quoted institution need to ensure that young people in
UK are provided higher level of education and skills to get success in any professional field in
the future.
Economic factors: In these factors institution need to analyse various local and regional
gaps existing within the country. Also, it needs to identify impact of globalization on various
business needs so accordingly changes might be made in existing education policy (Tappura,.
and et.al.,2018). Furthermore, institution also need to understand the changing demographics
within various organisations and hence accordingly develop or modify the existing education
policy so that equal chance might be given to all individuals in UK to learn various skills and
concepts in different areas. Moreover, while taking into consideration all these factors the firm
would be able to respond to various evolving and priority sectors.
Organisational policies, codes of practice and guidelines
Organisational policies also impacts working of the quoted education institution should
take into consideration that all the health and safety requirements at the workplace are met in
proper manner. Furthermore, code of practice must be in such way that it should promote
diversity and equality among various students. Also, department for education of England need
to assure that all the guidelines relating to various practices are strictly followed through
keeping the planning documentation, securely maintaining student records so that it might be
easily accessed for the future references (Corbett and Ackerson, 2019). Moreover, education
institution needs to have the approved workplace practices so that proper working is assured in
all aspects. Furthermore, code of practice of organisation need to be in such manner that it should
identify the areas of improvement so that new and better technologies might be incorporated

within the firm. Thus, through incorporating the review practices to identify personal skills will
help the educational institute to know about actual growth and then further develop various
organisational policies accordingly.
TASK 3
Identifying role of stakeholders and external bodies in education and training
There are various stakeholders that are involved in education and training relating to
different learning fields. Also, one of the important stakeholders are training providers which has
major role of providing training to diverse students so that certain skills might be enhanced in
best of manner. Moreover, major significance of them is to build the expertise so that institute is
able to grow in best of manner (Gorard, 2020). Furthermore, in the human resource area it can be
said that senior management is also responsible for setting various code of conduct and practices
so that proper working and learning practices within the institution might be assured for longer
time period. Moreover, other stakeholders such as customer and IT support staff role is to
identify all the technologies that are used within the workplace and address all types of issues
that are faced by various students in the educational institute .
Furthermore, students and the teachers within the educational institute have the direct
interest in all these stakeholders as they are concern with welfare and management of the
institute in proper manner. Also, sponsorship parties are also responsible and plays important
role within any educational institute as they provide the required amount of grants that are
essential for the successful running of the institute and organising extra activities within the
workplace. Moreover, external customers are other stakeholders whose major roles is to
demonstrate awareness in the institute about the changing educational environment and its
various policies so that best actions might be taken by the institution.
Explaining how being accountable to stakeholders and external bodies impacts organisation
In the quoted educational institute it can be said that being accountable to various
stakeholders would allow the management to meet certain targets in most efficient manner. Also,
it would allow in developing best future policies and procedures for the institution through data
and certain opinions being suggested by them from time to time. Moreover, stakeholders helps
in making institution superior through ensuring that existing staff is qualified and experienced
and have enough clarity is reporting the student progress, new skills developed and the areas of

improvement in most systematic way. Furthermore, being accountable is also helpful as it allows
in building the reputation of the institution in eyes of other people that are not part of the
organisation (Li and et.al., 2019). Also, through various stakeholders quoted institution would be
able to build better links within the industry that would further assist its students in availing
better opportunities in the future. Moreover, having proper accountability means that
organisation have the greater chances of offering nationally recognised qualifications to all it
students that is beneficial for the future growth and success.
Also, stakeholders of any educational institution irrespective of the current department
for education of England also helps in development of the staff for the professional skills
enhancement so that best teaching practices and learning styles might be deliver to variety of
students for various courses (Panadero, Garcia and Fraile, 2018).. Thus, it can be said that both
internal and external stakeholder of the educational institution helps in making the development
of the institution and ensuring the well-being of all its students and staff in most efficient
manner. For Instance: In human resource management area it helps in bringing clarity in
information, better understanding and solving misconceptions so that best of qualifications and
skills might be upgraded.
Explaining importance to work in partnership with employers and other stakeholders in
education.
In the area of human resource management it is necessary to work with other partnerships
to ensure that all the qualifications provided within the institutions are valid and up to the
current requirements of the business. Moreover, such type of partnerships is very useful in terms
of minimising the risk that is associated with the placements (Pilz and Regel, 2021).. For
example: In human resource management areas various partnership firms that are tied up with
the educational institution ensures that best of the companies visits and select most of the
candidates for various positions thus making the future bright and secure
Also, working with other stakeholders allow the educational institution to have best quality
programmes and vocational courses within the campus that helps in the future growth of every
students and also makes the institution known for best providers’ of the services. For instance:
In the quoted institution there are various community learning projects that allow the students to
participate and perform in best of manner and also the good performance is been awarded
through various project holding bodies (Ghosh, 2018).. Thus, such type of partnerships increases

the morale of the student’s and also helps them to apply various learning and skills in these
projects that is good for their own development. Furthermore, partnership with other employers
means that there is proper resource and staff development in institution in accordance with the
teaching practices and certain competencies that is required in business environment .Thus,
based on the analysis certain steps than might be taken for the improvement or changes if
required within the educational institution by setting up new guidelines and policies. Moreover,
in quoted educational institution and especially in the human resource management area’s it is
important to work with other stakeholders and employers so that proper curriculum might be
designed for the upcoming various required future learning concepts and meeting certain
stakeholders demands in the markets. Also, it helps in the integrating the wider skills so that
current education in the institution is able to meet certain national standards in best of manner.
CONCLUSION
From the above report it can be concluded that professionalism and dual professionalism
is one are two most important concepts that are used in the education and training. Also, the
report had identified that in area of human resource management there are certain personal
values such as integrity, accountability, reliability and much more that influences any
professional individual to larger extent. Furthermore, the study had researched and discussed
about various current educational policies that are followed in the education of department in
England along with certain social, economic factors that impacts the organisation and its learning
practices. Also, the study had presented certain examples and explained about the role of
stakeholders in education and training. Lastly, significance of accountability to the stakeholders
and importance to work in partnership with employers had also been discussed in detail under
this report.
TASK 4
(COVERED IN PPT)

REFERENCES
Books and Journals
Batholmeus, P. and Pop, C., 2019. Enablers of Work-Integrated Learning in Technical
Vocational Education and Training Teacher Education. International Journal of Work-
Integrated Learning. 20(2). pp.147-159.
Choy, S., Wärvik, G. B. and Lindberg, V., 2018. Integration of vocational education and
training Experiences. Cham: Springer.
Corbett, M. and Ackerson, Z., 2019. Vocational Education and Training. Canadian Journal of
Education/Revue canadienne de l'éducation. 42(2). pp.464-491.
Doherty, S. and et.al., 2018. On education and training in translation quality assessment.
In Translation Quality Assessment (pp. 95-106). Springer, Cham.
Drapeau, C. W., 2022. Lost sleep: the lack of sleep education and training in school
psychology. Contemporary School Psychology. 26(1). pp.120-131.
Ghosh, S., 2018. Defining authentic assessment towards its achievement and implementation in
seafarer education and training. Australian Journal of Maritime & Ocean Affairs.10(1).
pp.54-66.
Gorard, S., 2020. Overcoming equity-related challenges for the education and training systems of
Europe. Education Sciences. 10(11). p.305.
Li, J. and et.al., 2019. Vocational education and training in Chinese and German companies in
China: a ‘home international’comparison. International Journal of Training and
Development. 23(2). pp.153-168.
Mack, A.J., White, D. and Senghor, O., 2019. An insight into entrepreneurship education
practices in Technical and Vocational Education and Training institutions. Journal of
Global Entrepreneurship Research. 9(1). pp.1-15.
Manabete, S. S. and Umar, B., 2018. Technical and vocational education and training for job
creation in Nigeria. International Journal of Business and Administrative Studies. 4(1).
pp.21-30.
Martínez-Morales, I. and Marhuenda-Fluixá, F., 2020. Vocational education and training in
Spain: steady improvement and increasing value. Journal of Vocational Education &
Training. 72(2). pp.209-227.
Owais, A. and et.al., 2020. Technical and Vocational Education and Training in the
UAE. International Journal Of Emerging Technologies In Learning (IJET). 15(13).
pp.264-288.
Panadero, E., Garcia, D. and Fraile, J., 2018. Self-assessment for learning in vocational
education and training. Handbook of vocational education and training: Developments
in the changing world of work. pp.1-12.
Pilz, M. and Regel, J., 2021. Vocational education and training in India: Prospects and
challenges from an outside perspective. Margin: The Journal of Applied Economic
Research. 15(1). pp.101-121.
Tappura, S. and et.al., 2018, July. The management of occupational health and safety in
vocational education and training. In International Conference on Applied Human
Factors and Ergonomics (pp. 452-461). Springer, Cham.
Online

15 Professional Values for a Successful Career. 2022. [Online]. Available through:<
https://www.indeed.com/career-advice/career-development/professional-values>.