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Unit code: R/602/1285
QCF level 3: BTEC Professional
Guided learning hours:
The aim of the unit is to give learners an understanding of how to manage self- development so that it contributes to their achievement of career and personal goals in respect of their work role and professional development.
This unit gives learners the knowledge on how to manage self-development so that it contributes to the achievement of career and personal goals and learn how it links to the work role and professional development. Learners will consider how to identify own development needs by understanding how to carry out a skills audit and how to evaluate the current and evolving requirements of the work role in order to inform self-development.
Learners will understand how to identify the gaps between current knowledge and skills and those required for achieving personal and professional objectives before using this as a basis for producing an effective self-development plan that relates to job role and professional development. Learners will be able to set objectives which are SMART (specific, measurable, achievable, realistic and time-based) and recognise how different types of learning style contribute to own learning and development. Consideration will be given as to how to monitor and evaluate performance in achieving development targets and matching them against the requirements of the work role. Understanding how to use different sources of feedback to review performance will help inform modifications to their self-development plan.
Self-development allows individuals not just to achieve their career and personal goals, but also helps to support the achievement of business objectives since skilled, fulfilled employees make effective contributions to the activities of businesses.
In order to pass this unit, the evidence that the learner presents for assessment needs to demonstrate that they can meet all the learning outcomes for the unit. The assessment criteria determine the standard required to achieve the unit.
1 Understand own values, career and personal goals in relation to a work role and professional development
describe why it is important to consider own values, career and personal goals and how these relate to your job role and professional development
describe how to evaluate the current requirements of a work role and how the requirements may evolve in the future
describe how to identify gaps between current knowledge and skills required for achieving objectives
explain how to set objectives which are SMART
explain how to identify your own development needs
2 Understand how to plan development effectively
describe how to develop an effective development plan
identify the different types of learning styles and how these contribute to own performance systems
describe a range of development activities and how these contribute to performance
3 Understand how to monitor and evaluate development activities
identify how to monitor the quality of own work and progression against plans
identify how to evaluate your performance against the requirements of your work role
explain how to use feedback on your own performance
Goals: personal values; career goals, e.g. promotion, remuneration, professional qualification, contribution to business objectives; personal goals, e.g. job satisfaction, fulfilment, work-life balance, personal development, social interaction with colleagues
Work requirements: current job role requirements; knowledge; understanding; skills; qualifications; evolving requirements; participating in a learning culture; flexibility and adaptability in response to change; acquiring new skills, knowledge and understanding
Gap analysis: current knowledge, skills and understanding compared with desired knowledge, skills and understanding required for achieving objectives (business, personal); skills audit; personal profile; personal SWOT (strengths, weaknesses, opportunities, threats) analysis; assessment against relevant National Occupational Standards (NOS); identify own development needs; identifying development needs to meet organisational objectives; objective setting (e.g.
SMART targets (specific, measurable, achievable, realistic and time-based))
Development planning: structure of a plan; components of a plan; setting objectives, e.g. personal, professional, career; aligning personal objectives to business objectives; identifying gaps to be bridged; methods of meeting
objectives; resources required, e.g. finance, time, physical, managerial support; on-the job training, e.g. job shadowing, job rotation, mentoring; off-the-job training, e.g. external courses; monitoring; review; evaluation; self-motivation
Learning styles: Kolb’s learning style inventory; Fleming’s VARK (visual, aural, read/write, kinaesthetic) model; Honey and Mumford’s model (activist, reflector, theorist, pragmatist); identifying own preferred learning style by using learning style questionnaires; using learning styles in managing self-development
Monitoring and evaluating development plans: planning monitoring activities; benchmarks; milestones, e.g. review points, review dates, achievements, records; review role of a manager and/or a critical friend; monitoring progression against plans; quality of own work; collecting performance data; feedback
from others, e.g. peers, line manager, customers; methods of feedback, e.g. appraisal, supervision, performance review, mentoring; critical reflection; review of own work; evaluate performance against the requirements of your work role; evaluate performance against personal goals; agree whether planned objectives have been achieved or not; record review results; revision to plan; set date for next review; set revised/new objectives
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