Developing a Personal and Professional Development Plan for NHS Staff

This report examines the process of personal and professional development within the context of the NHS. It begins by comparing various sources of information on professional development trends, evaluating their validity, and identifying trends influencing the need for such development. Th...Read More

Manage Personal and
Professional Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Compare sources of information on professional development trends and their validity 1
1.2 Trends and developments that influence the need for professional development............1
1.3 Own current and future personal & professional development needs linked with personal
and organisational role...........................................................................................................2
TASK 2............................................................................................................................................2
2.1 Benefits of personal and professional development.........................................................2
2.2 Basic of determining development action........................................................................2
2.3 Future and current likely skills, knowledge and experience needs using skills gap analysis
................................................................................................................................................3
2.4 Personal and professional plan that is consistent with business needs and personal
objectives................................................................................................................................3
2.5 Execute the plan within the agreed budget and time scales.............................................4
2.6 Advantage of development opportunities made available by professional networks or
professional bodies.................................................................................................................5
TASK 3............................................................................................................................................5
3.1 Set specific, measurable, achievable, realistic, and time-bound (SMART) objectives....5
3.2 Obtain feedback on performance from a range of valid sources......................................5
3.3 Review progress towards personal and professional objectives.......................................6
3.4 Amend the personal and professional development plan according review of response. 6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
"Personal and Professional development is the process through which the organization
and individual engage in the process of learning to meet the challenges and desire goal. It is
associate with the development needs of the individual as well as group (Izadinia, 2013)." In this
given task the report will analyse various planning and designing process of personal and
professional development plan. For this, assignment will recognise requirements of development
and their need ton fulfil it.
TASK 1
1.1 Compare sources of information on professional development trends and their validity
There are many places within my work place to find information on professional
development trends. For example;
The education centre is for NHS staff, it provides training, education and organisational
development. The education centre is a great and reliable source of information for all employees
as the training is specifically for them. The education centre would not be an ideal place for a
non-NHS staff member to look as it may not be suitable for them. Pro4 online is an online
system for NHS staff to look on to mandatory training courses (Gonzales and Lambert, 2014).
This is very useful that allows to access personal account which tell one what training they need
to complete for your job role.
Friday flame is an email that Karen Baker the trusts' Chief executive officer sends around
each Friday which includes various information. The information is reliable as it is written by the
trusts CEO and up to date as the information would have been given by the training department.
The e-bulletin is an electronic newsletter for all NHS staff (Holmes, 2013). There are various bits
of information from job openings to departments getting rid of office furniture. There is also a
section about education and training; this can include new courses, updates about training and
new dates for courses.
1.2 Trends and developments that influence the need for professional development
There are many new trends and developments that can influence the need for professional
development within the work place, for example:
If a new system has been installed or if a system has been updated, training may need to
be provided to ensure all employees know how to use the system correctly. For example; in the
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Secondary Care Mental Health Team, they use to use a system called SWIFT to keep all the
patients mental health records. The NHS trust then brought a new system called PARIS. 4ll the
information on SWIFT was migrate to PARIS and training had to be provided for all employees
that would need to use it to ensure they were using it correctly. There is new market system that
have been updated i.e. IAPT Plus that can help in using PARIS System properly.
1.3 Own current and future personal & professional development needs linked with personal and
organisational role
My current and future, personal and professional development needs are important within
my job role, team and organisation. I started my business administration level as I wanted to
learn something new and further training can ensure I can do my job effectively. I also wanted to
have better qualification for my job role as this can help with career progression.
TASK 2
2.1 Benefits of personal and professional development
There are many benefits of personal and professional development within the workplace.
It is important to pursue development opportunities as this can make a more successful career.
Gaining new skills and knowledge is essential part that relate to job role that benefits in better
understanding of handling situations appropriately and communicate effectively developed from
telephone or Face-to-face communication. The benefit of professional development within the
work place will lead to better skills, promotion, knowledge and problem solving abilities etc.
(Friedman, 2013) The benefit of personal and professional development for the organisation
means that I increase expertise, gain of working knowledge effectively, motivation, and retention
within the NHS as I know how it works, I would be of more valuable to the organisation as I
would be qualified, the organisation would prefer to employ people that have worked within the
NHS before as they would not have to retrain them.
2.2 Basic of determining development action
When I started my job in December 2015, a lot of training was based within the office on
a trial and error basis. There were some training course I had to attend for my job for example,
Safeguarding Children level 2 and fire extinguisher training.
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My initial objectives appraisal was taking admission in Education Centre for improving
skills at using a word document and writing letter but there weren't any course. Later I research
and utilised my time in productive work.
There are many different training methods with in NHS, there are specific training
courses that everybody has to go on when they start a new job, for example the corporate
induction, there is information provided about the training and development department and also
provide information about the waste department, finance department, chaplaincy service and
volunteers department (Johnson, 2014). Mandatory training is an organisational requirement that
limits the risk and maintains safe working practices. Major training is done online courses with a
quiz to complete assuring one proper information.
2.3 Future and current likely skills, knowledge and experience needs using skills gap analysis
Gap Analysis meaning the procedure by which the company compares their actual
performance to their desired performance to set and meet objectives in effective way. Gap
analysis require to undertake required steps for analysing personal and professional skills,
knowledge and experiences requirements which is mentioned as below:
 Recognize business objective: To stay aggressive, private ventures regularly need to keep
up a talented work compel. Analysis of present needs with future requirements can help
in understanding and empowering workers (Drury and et. al., 2014).
 Gather information: Make an abilities stock to list the aptitudes and learning to play out
every part in the organization.
 Decipher the information and make suggestions: Set up a report that rubdowns the
missing abilities and information required to finish work effectively.
Completing my skills gap analysis has been helpful towards my personal development
plan, I have distinguished skills that are I feel are relevant to my job role and I have rated myself
on how well I think I am doing.
2.4 Personal and professional plan that is consistent with business needs and personal objectives
According to the audit of skills and management of entire activities, I have managed
some notes with respected to my present advance i.e.:
Development Need How this will be
assessed
With assistance from Completion date
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Taking minutes Attending weekly
meetings to minute
RS, HH On-going
Finance training Designated days for
undertaking training
RS, EB, JB Training to be start
from Feb 10 2017
First aid training In-house continuous
training
RS, SW On-going
Attendance and
administration
training
Support from the line
mar and team of
administrator
RS, EF, AB On-going
My current SMART job objectives for the year are:
 To finish my HTP training qualification, by April 2017 with a good grade.
 Research into administration procedures, external companies, to implement different
administrative procedures
 To access education centre courses to increase my skills base
My personal development plan is:
 To complete all mandatory training that is required for next year
 To finish my HTP qualification
 To complete Microsoft word training at the education centre
2.5 Execute the plan within the agreed budget and time scales
I agreed a plan of objectives with my line manager in my appraisal according to plan and
appraisal. I am currently undertaking a HTP training qualification in business administration
level 6, I am planning to finish this is April 2018.
My second objective was to access courses at the education centre to increase my skills
base. I still need to access this, I have had a look at the wide range of courses they offer, some of
them would be very useful within my job role (Chen and Lou, 2014).
The last objective on my appraisal was to research administration procedures of external
companies. My line manager and I discussed going over to the Earl Mountbatten Hospice to
carry out this research.
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2.6 Advantage of development opportunities made available by professional networks or
professional bodies
In my appraisal one of my objectives was to research administration procedures of
external companies, for this objective I am going to see if the Earl Mountbatten Hospice would
be willing to let me work in their administration office for a couple of hours (Laschinger and et.
al., 2014). This would be taking advantage of development opportunities through a professional
body as it would be informative for me to work within a different administration team to see if
and how daily tasks are completed and to see if I could implement any different procedures
within our administration team. I have also taken advantage of a development opportunity by
undergoing my business and Administration level 6 qualification, which has been provided
through my job and HTP.
TASK 3
3.1 Set specific, measurable, achievable, realistic, and time-bound (SMART) objectives
It is important to set SMART objectives as you have a target to work towards. They
should be practical and something that you are willing to commit. Specific: Targets should specifically state what is going to be achieved. If you have a
specific goal it is much easier to accomplish than a general goal. Measurable: The desired outcome should be something that can be measured, a reliable
system, method or procedure should be set in place to measure the progress of person
achieving the targets (Allen and Penuel, 2015). Achievable: Target should be made possible to achieve. If the target is made achievable
you are more likely to be motivated to achieve it, whereas if it was not achievable the less
motivated you are to achieve it. Realistic: Target must be made possible and relevant. It should be an objective that you
are willing and able to work towards.
 Time Bound: Objectives has to contain a date for when it should be completed by. I have
set quarter months for meeting my objectives to meet success.
3.2 Obtain feedback on performance from a range of valid sources
Managers trying to enhance the input procedure should first build up an exhaustive
comprehension of the sources of feedback. There are 5 primary sources of input in organizations:
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 Clients: Clients can be the most essential source of input. Organizations ought to request
input from clients about individual, group, gathering and administration execution. Target information: Factual measures, KPIs and constant information ought to all be
utilized to give target feedback to a worker (Alexander, 2013). For example, benefit
level may not be the best estimation of execution for client benefit delegates whose
objective is to expand consumer loyalty.
 Peers: Associates performing comparative employments can have a superior
comprehension of their companionways execution than administrators and upper
administration.
3.3 Review progress towards personal and professional objectives
I agreed a plan of objectives with my line manager in my appraisal. I feel I am getting on
well with the course and I am enjoying it so far. I have had support from my colleagues and line
manager. I would like to finish my course with a good pass grade.
My second objective was to access courses at the education centre, as I wanted to look at
the course at the education centre was to improve my letter writing skills, unfortunately the
education centre do not offer a course like this. I have done my own research on the internet and
shadowed my colleagues to improve my letter writing skills.
3.4 Amend the personal and professional development plan according review of response
I have had to amend one of my objective on my appraisal as I have had to undertake
training on taking meeting minutes; this was not originally on my appraisal but now needs to be
completed. I was booked on the training for January 8th but it was cancelled due to the tutor
being ill. I am now waiting for some new dates to book on to the course.
CONCLUSION
The above report summarise that there information and development of personal and
professional skills is indispensable for evolution of an individual or enterprise. There are various
trends, places, sources and plans that can be undertaken for managing proper development.
Through SMART objectives and gap analysis, proper analysis of skills and strengths can be done
and development process become more easier.
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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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