Скачать с ютуб BTEC National Level 3 in IT (Identification of need) в хорошем качестве

BTEC National Level 3 in IT (Identification of need)

4. Be able to address personal development needs Activity: Strengthens and weaknesses When you’re in full time employment – when your boss is deciding who to promote and how much of a rise you deserve - you are most likely be put through an appraisal system that identifies your plus and minus points, and monitors and reviews your progress formally on a regular basis. Now, though you have an opportunity to find out how your personal learning style might have helped or hindered you in the past and to address your personal development needs – without risking a salary freeze ! Personal development means building on your strengths and weaknesses. • What are your strengths? • What are your weaknesses? 4.1 Identification of need Developments needs are, by their very nature, personal. They apply to a single individual and each individual may have completely different development needs from his/her colleague. To discover your personal development needs the first step is self-assessment. This section also considers assessment by others, such as a formal report from a line manager, customer feedback and other performance data that an employer may choose to collect. Formal reports Formal reports provide your employer with an opportunity to record your progress with the organisation. • Appraisal meeting notes: a properly conducted appraisal, and the notes recorded from this, can help people to progress in their job and make improvements in their work, adding to increase self-esteem and job satisfaction. The appraisal report could lists any decisions that are made to train you or redirect your energies through promotion, demotion or sideway moves. If your behaviour, or performance, is less than satisfactory, this may also be recorded, together with targets that you are expected to achieve and that, by negotiation, you agree to meet. If you then fail to meet agreed targets, you may be dismissed. • Customer feedback: some organisations encourage customers to provide feedback about employees. Guest of a hotel chain, for example, may be invited to complete a questionnaire about the levels of service experienced during their stay. This can reflect well or badly on specific groups of employees, such as the reception staff, the housekeeping team or the bar/restaurant staff. • Performance data: some organisations collect data to record the performance of individual employees. A supermarket, for example, can record how quickly a checkout worker scans a products, how many customers are served during one shift and what turnover is taken during that shift. Each of these measures, taken in isolation, may not seem very fair. One customer might buy a lot of low priced items, all of which are bulky, resulting in a lower scanning process. Another customer might find that an egg has broken and the completion of the transaction will be delayed while a fresh box is fetched. As with any statistical analysis, the sample group must be large enough to represent the entire population if the data is to prove useful. Over a long enough period of time, one checkout operator can compared against another. Self-assessment Self-assessment is an essential part of personal development planning. During this course, you will have the opportunities to consider your own strengths and weaknesses, your best and worst traits, and those of others. There should also been opportunities for others to express their opinion of you and you to assess others and tell them what you think of them. What others see in you tends to be what you choose to revel about yourself. You have the option to hide certain traits and to promote ones that you want others to recognise in you. The same goes for other people. So, in assessing someone else, you should be aware that you are only seeing what that person choose to reveal. They may have hidden qualities that are revealed at certain times – perhaps in times of stress or when that person has the confidence to be more honest with you. For personal development planning to be successful, you must be honest with yourself. If you cannot see your own faults, you cannot overcome them. Enlisting the help of others might help you to see yourself differently and more objectively.