Promote professional development Essay

expiry 3Be fit to prepare a professional development be after 3.1 Select eruditeness opportunities to b roam development objectives and reflect individual(prenominal) learning style I exigency to ensure that my own grooming is up to date and current. I will source training courses and intercede with my theater director to get authorisation for them. I work with my service manager to understand the organisational objectives for my role and to establish if I need training to meet these objectives. Sometimes I will only need to do nigh research to gain the knowledge that I need. As a flight simulator it is important that I attend refresher training to keep my cleverness up to date and in line with current legislation. We are all different and as such let preferred methods for learning untried skills, by understanding the reminiscence process we whitethorn be able to develop effective learning. The Atkinson-Schiffrin model described by Malim and Birch puts keeping into 3 steps with the input of information going into the brain at level 1 which is the short-term memory this information is and so analysed and every unwanted information is discarded here.Anything your brain considers useful goes into the long-term memory where it is retained. However, if we do not recall certain information within 1-8 hours the candidate of recalling that information drops dramatically and the more time goes by without recalling it the worse chance we have of remembering it. By the time a month has at rest(p) by the information may be unconnected in the depths of our brain. This lost information is not lost forever, it is possible to recall it but it may mean you will need to just relax and try and reform your mind or it may mean you will have to rent about the information again. As trainers we are not always able deliver training in a way that suits every individual.We need to understand the different methods of learning. Honey and Mumford are best known fo r their learning style questionnaire. This self-administered questionnaire determines your preferred learning style. The styles are behaveivitists (Do) Immerse themselves fully in new experiences Enjoy here and now Open minded, enthusiastic, flexible Act first, consider consequences later Seek to centre activity around themselves. Reflectors (Review) accept back and observe Cautious, take a back seat store up and analyze data about experience and events, slow to reach conclusions affair information from past,present and immediate observations to maintain a big cipher perspective. Theorists (Conclude) Think through problems in a logical manner, value rationality and objectivity Assimilate disparate facts into coherent theories Disciplined, aiming to fit things into rational order Keen on basic assumptions, principles, theories, models and systems thinking. Pragmatists (Plan) Keen to put ideas, theories and techniques into practice face new ideas and experiment Act quickly and confidently on ideas, gets genuine to the point Are impatient with endless discussion.3.2 Produce a scheme for own professional development, using an appropriate source of support we have a Performance and Development process (PDP). Part of this process involves place objectives and producing a development plan for the next 12 month period. I work with the service manager to produce a development plan that reflects my personal objectives and the objectives that are set . The objectives set should be SMART specialisedMeasurableAchievableRealisticTime-limited3.3 Establish a process to measure the potence of the plan As part of the Performance and Development performance the objectives are reviewed every quarter. If the objectives have been meet new objectives can then be set. If the objectives have not been meet then the progress is discussed, it may be decided to modify the objectives if they are no longer SMART. As managers we meet regularly with our service manager and th e HR consultant. We discuss the effectiveness of the process and any improvements that could be made.