Developing skills and knowledge Look at methods to develop skills for individuals and the organisation

Continuous professional development Commonly known as CPD Takes the format of: Training- learning process Development – growing knowledge and ability CPD – is the process to plan, develop and gain experience Most professional bodies require its members to complete CPD to continue their membership

CPD- methods Vocational training from NVQ to University degrees Self development through: Instruction Coaching Gathering feedback where error occur Acquiring knowledge through reading, feedback, researching and critical reflection

Training and development, Why? Training and development helps both the individual and the organisation Must weigh up the cost to the organisation in both time and money Can the business afford to allow an individual time off to complete training Does the business offer funding for training Would it be beneficial to the organisation

Benefits (refer to table on pg 155) The individual gains confidence and flexibility in the work place showing a more competent performance for the organisation Improved job performance resulting in work being completed quicker, less supervision, less errors and better compliance with regulations and laws Enhanced skills helping in the retention of employees Increased prospect of promotion helping improve staff motivation and morale

Strengths & weaknesses analysis used in the learning development Review the requirements of the role Identify the individual’s strengths and weaknesses in the role Identify areas in which your strengths can be built on Identify areas that need attention in your weaknesses- that will bring you up to a competent level

Career goals and objectives Most people are happy with their job role/ position Some have ambitions to gain a higher position This is called Career Goals A target to achieve a specific advancement/ achievement This must be realistic – can be achieved financial and timescale settings Can be broken down into smaller goals

Goals and objectives Having identified the goal from you planning you must set development objectives These must be SMART S Specific M Measurable A Agreed R Realistic T Time-bounded

Smart Specific Be exact about what you hope to achieve (be able to do) Measurable Be able to show/review progression of the objective/s set Agreed The commitment from outside bodies allowing the individual to achieve the planned objectives – time & resources Realistic to ensure the objectives are achievable if not break down into smaller chunks Time-Bounded set a timescale (realistic) to achieve the planed objectives

Learning and development approaches Technical briefing, training and updates Technical Experts offer topic specific seminars -HMRC Professional bodies seminars and branch events with guess speakers – North West Kent Briefings both hard copy and apps Electronic resources – website Training courses held both internally and externally Publications Colleagues and coaches Other research tools (talking to experts, visiting work sites & shadowing )

Monitoring and reviewing progress Regular monitoring of progress will: Measure your progress against your goal shows you are ‘on track’ – Motivation Helps identify mistakes/ weaknesses Identify where off track/ behind so you can adjust effort and activities Identify where goals and plans could be unrealistic and need adjusting Makes you accountable to external forces (supervisor, line manager) Ensures cost of training is being used efficiently not wasted Demonstrates improvements in skills and reaping the benefits (Job satisfaction, recognition & motivation)

Monitoring continuation You can monitor your progress regularly You could also ask for informal feedback from your supervisor asking about your performance ‘has it improved?’ There is a formal method of evaluation development planning Performance Appraisal (annual review) Personal Development Plan (action plan)

Review the CPD section on the AAT website Explore the myAAT where you will find resources