5001 Personal Development as a Leader and Manager
- Submitted by: NaomiH
- Views: 125
- Category: Other
- Date Submitted: 10/16/2015 06:22 AM
- Pages: 16
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A.C. 1.1 Identify the importance of continual self -development in achieving organisational objectives.
Self-Development should be undertaken continuously by individuals, so they engage and control their own development and learning. Self- development should be motivated by both professional and personal incentives, with the responsibility of gathering new skills and recognising gaps in knowledge resting with the individual.
Continual professional development (CPD) should be supported by an organisation, to enable an individual to enhance their contribution to their role. It is also an opportunity to incorporate any required training development from an organisational perspective into an arranged training plan alongside any personal development needed/required. With self -development comes increased confidence, as well as enabling identification of further areas for improvement .If CPD is readily promoted roles should have greater fulfilment, staff development ensures skills are enhanced and performance accomplished. This in turn should encourage commitment from staff. It should also enable an organisation to manage talent within ranks rather than having to out- source when positions become available.
In relation to the aims and objectives of SECAmb, there is an obvious link between CPD and the benefit to organisational objectives.
• Improve satisfaction and experience for all stakeholders.
If an individual has the benefit of CPD, there is chance to improve skills required of their role. If an individual learns and improves, there will be a direct benefit to our stakeholders whether internal (staff) staff or external (service users.)
• Be an organisation that people seek to join and are proud to be a part of.
If a company can prove there is a good commitment to developing their staff, this directly impacts on staff turnover, retention and career progression. This career progression has an impact on the staff being proud to be part of SECAmb.
• Convert...
Self-Development should be undertaken continuously by individuals, so they engage and control their own development and learning. Self- development should be motivated by both professional and personal incentives, with the responsibility of gathering new skills and recognising gaps in knowledge resting with the individual.
Continual professional development (CPD) should be supported by an organisation, to enable an individual to enhance their contribution to their role. It is also an opportunity to incorporate any required training development from an organisational perspective into an arranged training plan alongside any personal development needed/required. With self -development comes increased confidence, as well as enabling identification of further areas for improvement .If CPD is readily promoted roles should have greater fulfilment, staff development ensures skills are enhanced and performance accomplished. This in turn should encourage commitment from staff. It should also enable an organisation to manage talent within ranks rather than having to out- source when positions become available.
In relation to the aims and objectives of SECAmb, there is an obvious link between CPD and the benefit to organisational objectives.
• Improve satisfaction and experience for all stakeholders.
If an individual has the benefit of CPD, there is chance to improve skills required of their role. If an individual learns and improves, there will be a direct benefit to our stakeholders whether internal (staff) staff or external (service users.)
• Be an organisation that people seek to join and are proud to be a part of.
If a company can prove there is a good commitment to developing their staff, this directly impacts on staff turnover, retention and career progression. This career progression has an impact on the staff being proud to be part of SECAmb.
• Convert...