Analyzing Professional Practices in Education and Training

This report provides a comprehensive analysis of professional practices in education and training. It begins by defining professionalism and dual professionalism, emphasizing the importance of educator values such as dignity, truthfulness, fairness, and unity, particularly within Human Resource Management. The report then examines the influence of social, economic, and political factors on education policy in the UK, highlighting their effects on curriculum and practice. It discusses the roles of stakeholders and external bodies in education, emphasizing the importance of partnerships and accountability. Furthermore, the report analyzes the impact of organizational needs and expectations on curriculum practice, focusing on quality improvement and assurance arrangements. Self-assessment, self-evaluation, and the quality cycle are explained, followed by an evaluation of a learning program, identifying areas for improvement based on evaluation outcomes. The report concludes by reinforcing the significance of these elements in fostering effective education and training.

Professional Practices
in Education and
Training

Table of Contents
INTRODUCTION...........................................................................................................................4
PART 1............................................................................................................................................4
Concept of professionalism and dual professionalism in education and training......................4
Ways by which self professional values influences own practice in specialization area...........5
PART 2............................................................................................................................................7
Ways by which social,economic and political factors impacts the policy of education.............7
Analysis of effect of present education policies on curriculum & practice in area of self
specialisation...............................................................................................................................8
PART 3............................................................................................................................................9
Roles of stakeholder and outer bodies in education and training................................................9
How being responsible to stakeholders and outer bodies effects the organization in education
and training................................................................................................................................10
Importance of working in partnership with employees and stakeholders in education and
training......................................................................................................................................11
Analysis of effect of accountable to stakeholders and outer bodies on design of curriculum,
delivery and specialisation area assessment..............................................................................12
PART 4 .........................................................................................................................................13
Key aspects of policies, codes of practice & guidelines of an Organisation............................13
Analysis of the influence of organizational needs & expectations on curriculum practice in
own area of specialism..............................................................................................................13
Every organisation has its expectations and impact on the practice as a trainer/teacher in
human resource.........................................................................................................................14
PART 5 .........................................................................................................................................15
Analysis of the quality improvement and quality assurance arrangements of own organisation
...................................................................................................................................................15
Explanation of the function of self-assessment and self-evaluation and the quality cycle.......16

Evaluation of a learning programme taking account of the quality maintenance of own
organization...............................................................................................................................16
Identification of areas for improvement in the learning programme taking account of the
outcomes of evaluation.............................................................................................................17
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
Education and training plays significant role in the overall development of the student
and trainee. It is needed to have the proper education which helps the student in their personal
and professional development. It is needed to have the professionalism which must be considered
by the teacher. It is vital for the teacher to take care of core values which makes them so that
they can effectively work in their given field(Ng and et. al., 2018). Additionally, there is the
discussion which is related to the political, social and the economic aspects that are considered
by the student during their education and also helps in the formation of the educational strategies.
There are stakeholders of training and education that have analysed and identified their roles
which are discussed. It is vital to take the consideration of the following points while designing
the curriculum by which they can be the part of this report. Lastly, this respective report will
cover the discussion of the quality improvement as well as the assurance of the quality. Various
learning programs are the part of this report.
PART 1
Concept of professionalism and dual professionalism in education and training
The concept of professionalism plays a crucial role in education and training. It may be
defined as the skills,knowledge and practices which the educator must posses for becoming a
efficient and effective teacher(Armstrong, and Taylor, 2020). It is crucial for being professional
for giving education and training to students. Students learn what they are taught. Values are
those which are part of education and training. Values which must be taken care are
integrity,honesty,encouragement for scholars so they can learn effectively. For being
professional and good educator it is essential to consider following attributes like skills of
communication,collaboration,empathy,listening,adaptability, and patience. By the use of these
skills educator is able to provide training in efficient manner. It aids for helping scholars by
using examples and improve skills. The educator should have updated knowledge as it helps for
giving latest information to scholars. Scholars learn from educator and if educator is professional
then students also get to learn professionalism. Professional educator gives better environment
for learning to scholars.
Dual professionalism consists of subject knowledges with the skills needed while
teaching. Educators must have expertness in the respective field and have the skills for teaching

as well. It is the concept which has dual benefits for scholars. For example the educator of
human resource management has qualification in the same field and have skills for being a good
educator. It will help the educator for giving the scholars with better skills and knowledge which
they posses. Dual professionalism adds to the skills of educator and are able to give effective
education and training to the scholars. Knowledge of educator is beneficial and helpful for
scholars. It consists of whole development of educators. Skills combined with subject knowledge
makes educator confident and they are able to effectively communicate with scholars. Forming
relationships with scholars aids for their overall development and understand the concept in
proper manner. Dual professionalism aids in giving effective training to scholars which can be
used by them in future job.
Ways by which self professional values influences own practice in specialization area
The specialisation area chosen by me is Human Resource Management. I have done my
education in HR management and want to become educator of HR management. It is a large
subject aiding in giving scholars knowledge about human resource management, econometrics
for HRM,laws for employment relations and many more. I will love to give education and
training about each point which is important for management of human resource. I have selected
the Human Resource Management as I love the subject and have full knowledge. I will love to
give knowledge and share info with scholars by education and training.
For working as a educator of HR management there is need of professional values which
aids to work effectively. There are 4 values which must be considered by HR management
educator for working efficiently and influence the scholars which are as follows-
 Dignity- It can also be known as respect. Educator of HR management must respect all
the peoples and not do discrimination as scholars learn from them. As in future they will
recruit the people and must consider each and every one as equal. They should treat every
person with respect and equally(Bratton and et, al., 2021). It is crucial to note.
 Truthfulness- It creates a significant and positive effect on scholars. Truthfulness aids in
bringing mutual respect which aids for teaching and training in efficient manner. It also
consists of effectively communicating with educators and complete the give work in
proper way.

 Fairness- It aids for motivating scholars and teach them fairness lessons. Educators must
treat every scholar equally and not practice favouritism. It aids in teaching the equality
lesson so they can achieve their goals.
 Unity- Educators must work in unity and rake care of everyone and also treat scholars
equally. It is crucial to teach unity so they can follow same in future.
All the values must be considered for providing effective education to scholars as it will aid
them in future.

PART 2
Ways by which social,economic and political factors impacts the policy of education
There are various environmental factors like economic,political and social which effects
the education policy in UK as the system of education is having all these at each level. Nations
education systems has particular curriculum which is influenced by the national and regional
level. It consists of social and political both the factors. Here is the brief discussion-
Political factors- It includes all policies developed by the Uks government. It consists of
political ideology,legislations of government and community regeneration. They have great
effect on the education policy. Every city is having different set of rules and regulations and even
their system of education is different(Chalies, Xiong and Matthews, 2021). The policy of
education is depended on legislations of government. For example- the education policy of
London is different whereas in Wales admission and course is different and haves different
syllabus and admission criteria. It is because of various legislations of government. Political
ideology explain the cultural and political blueprint of country's working. It influences the
education policy as well. In community regeneration it is important for the nation for making
education policy aiming for enabling all the communities for rebuilding the environment.
Social factors- Society viewpoint impacts the education policy consisting of factors like
local initiatives support,engagement of under-represented groups, immigration migrants etc.
They impact the education policy in which the local initiatives support is main for which the
system needs to develop the education policy for encouraging scholars. Scholars coming from
various nations for study must be treated equally and provide ample opportunities for education.
Economic factors- Technology cost increase,tax variation,students home economic and
many more are the factors influencing the education policy as without finance scholars cannot
get education. Technology cost increase is refereed as price change of education courses. It is
important for system of education for development of education policy in accordance to rise in
price on inflation rate basis.

Analysis of effect of present education policies on curriculum & practice in area of self
specialisation
In present business environment ,the requirement of HR management is increasing day
by day. As in organization there is lot of activity involved,the need of skilled people is also
increasing(Curado,2018). Human resource is very crucial for the organization as they are
accountable for growth and success of the organization. Because of this they need the people
who can manage many tasks at a single time. The education policy in HR management gives
access to every person for gaining knowledge. Human resource is the subject in which the person
get skills and knowledge of managing people in the organization. Curriculum is developed in a
way where scholars can learn from same. It is important for treating every scholars equally for
increasing the knowledge. It aids scholars in learning that info must be kept secret and
confidential and not be shared. These must be taken care when designing curriculum so they can
learn same.
It is significant for the educators for understanding the motive of present policy of
education. The present policy of education mentions that each and every individuals must get
equal chance for learning without any bias. It means that educators need to ensures that they
give access to each and every scholar so that they learn skills and get knowledge. It also includes
that all the scholars without considerations of their cast as the policy of education mentions the
quality in system of education. That is why the educators must ensure that every individual get
full knowledge by not judging the different country's nationality or any other reason. For the
educator and trainer it is essential for them that they ensure about the confidentiality of each and
every scholars information as it must not be transfers from one individual to another one.

PART 3
Roles of stakeholder and outer bodies in education and training
The stakeholders consists the individuals who have interest in education and training. The
education role in increasing and rise in educational institutes no. For knowing about the
stakeholders and analysis of roles. The main stakeholders in field of education and training are
educators,parents,scholars,administrators,planners of curriculum. All have direct roles in
education and training. Educators gives education and training to the scholars. The planners of
curriculum plays crucial role in deciding curriculum for scholars which is used by educator for
giving knowledge to scholars. Universities,schools,colleges provide infrastructure and want
growth of scholars. Parents send the scholars to college,schools for aim of whole development
and learning. Internal stakeholders have roles in decision making and effects the education
directly. It is essential for being in touch with them as the support is needed at every step.
Role of outer bodies in education and training is important. These bodies are
universities,colleges and schools. They are behind the giving of education to scholars who plays
important role in society's welfare for making it developed and literate. Local authorities and
government provisions and charitable trust has indirect influence on the institutes and comes in
external stakeholders(De Stefano, Bagdadli and Camuffo, 2018). In education and training, the
stakeholders are the decision making and institutes have to follow the rules for maintaining the
welfare of the society with equality and fair treatment. The stakeholders give resources as charity
for promoting modern ways of educations ,gives training and promotions as the capacities and
ability of deserving. The external bodies effects the institutes of working. The stakeholders plays
roles in taking benefits in invoice raising,educational policies control,changes in duties and rights
and recruitment of staff member and teachers.

How being responsible to stakeholders and outer bodies effects the organization in
education and training
Each and every organization has less or more effect of stakeholders and outer bodies in
education and training industry. It can be universities,colleges ,institutions and schools for giving
education. The effect is different as the need of stakeholders in the organization. Positive effect
of the stakeholder are that they determine the standard of environment of educating and teaching
with the quality resources and rules which are in scholars favours. It affects the opt style of
teachings and helps in resources by assumption of new curriculum every year which have some
creative and unique aspects of knowledge. Being responsible effects the outer bodies in a
efficient way. By having a well skilled staff every record and deliver it to outer bodies for
showing the performance and efforts of the institution(Fenech, Baguant and Ivanov, 2019).
Being responsible to the stakeholders consists of achievement of target in
meetings,working on procedure and policies, learning based on work, development of staff. All
the tasks are the main parts of day to day organizations working. The educational institution
should be responsible to external parties as they impact and influence on the performance. The
positive image of the brand will expand the reach in market which will influence on the system
of teaching. The new technology and updates will help in recognizing the needs of the scholars.
Stakeholders are concern about the organizations well being as it is the matter of giving
knowledge which is base of youths who are future of society. Good teaching depends on all the
practices which do research and analysis for doing in a better way. All institutions needs to
responsible to the bodies for undertaking positive influence on professional working. They
should be accountable for answering about what standards organization is following for keeping
check on welfare of society. Local universities have need of financial resource which is not
possible with the starting investment, the outer bodies are helpful for filling enough possibilities
of financial resources. For amplifying the investment the institutions are essential for having
supporting other factors from internal.

Importance of working in partnership with employees and stakeholders in education and
training
In education and training the word employer is used for the HR director, generalist,
assistant, manager, and VP. It also consists of interns and contract agencies. It is becoming
essential for programs of education and training that they need in working with partnership with
employees. Because of this they enjoy many benefits like performance of employees will
enhance(Anwar, Mahmood and et, al., 2020). There are many reasons why partnership with
employees is crucial in education and training which are stated below-
 It aids in designing the vocational courses. The courses which are best will aid the
scholars of human resource management for learning more and use same when recruiting
and handling peoples.
 It aids in development of staff,requirements of verification and meeting assessment. The
staff can help in near future when handling the human resource.
 They may enjoy the benefits because of the collaboration among organizations,schools
and community. It aids for being in touch with educators in future also.
 It will aid in improving curriculum which helps in motivation improvement and standards
raising. By working as the standards the school is able for building quality professionals
which are assets for them.
 By the partnership help the educators and trainers they are able to improve the
satisfaction of the job. The individuals who are satisfied with the job perform the job
efficiently and effectively. It aids them to give better education to the scholars.
 Engagement of the employer's with education and training industry helps in improving
the quality of learning and teaching(Al‐Ghazali and Afsar, 2021) .
 Scholars are been able for improving the individual and social skills and also get
opportunities which provide chances for applying the skills in the real world.

Analysis of effect of accountable to stakeholders and outer bodies on design of curriculum,
delivery and specialisation area assessment
Responsibility is the essential and significant element which must be in each and every
individual. In the human resource management course, it it important for the individual that they
must be responsible to stakeholders and other outer bodies so they can explain the things that
why they do it. In designing ,delivery,assessment of human resource, individual responsibility
aids for flexible learning which is essential for learning in a effective way. A individual can meet
the standards of organization which is crucial in the human resource management as they are
accountable for all the work in the organization(Ajani, 2019). Human resource management
courses is the one in which a individual must be ready to provide judgements to every individual
like founders,juniors,consumers and stakeholders etc. For managing the business it becomes the
accountability and duty of the executives for being accountable with stakeholders. It has great
effect on performance of the individual as they get the clear guidelines and info from executives.
It will increase the employees trust on executive because of the responsibility nature. If all the
stakeholders get clear guidance and related info then the all work are functioning well resulting
in achieving the desired goals. It will boost the executives performance and goal of human
resource management can be achieved successfully. It will aids in giving clear curriculum which
is designed which is possible due to responsibility to outer bodies and stakeholders. For ex- the
individual who is recruiting is always responsible for the efficiency of employees in the
organization. It will give a positive effect on stakeholders as they are satisfied and motivated
with the nature and always ready for completing the work on time(Aboramadan and et, al.,
2019).