Ilm Developing Yourself and Others

K without delay how to divulge split upment needs 1. 1 chance on own chartering style(s) and the learning style(s) of a nonher team genus Phallus To identify the learning and cultivation style of myself and a team portion we both completed a Multiple perception (MI) test certain by Howard Gardner. After completion of the test on myself I view discoered that I provoke a learning style of crystal clear Mathematical, with a majority score of 37, closely followed by Inter own(prenominal) with a score of 32, (see App fireix 1). People who be strong in logical-numerical give-and- throw are good at reasoning, recognising patterns and logically analyse problems.These individuals tend to study conceptually just about figs, relationships and patterns. Characteristics of Logical-Mathematical Intelligence are * Excellent problem-solving skills * Enjoys thinking about abstract ideas * Likes conducting scientific experiments * Good at solving complex computations The polish of the test does not come as a revelation to me. As I am the Finance &amp HR theatre director with an accounting qualification this examination confirms my experience and learning style as existence logical thinking with ability to evaluate and solve problems.During the trail of my career and fosterage aspects I believe that I learn and develop in a methodical and analytical way. I execute mathematical calculations, detecting irregularities and patterns, creating resolutions to issues that have been identify, plus producing a strategy to win triple-crown ca-caing trunks within my role. After completing the MI test myself I then pass along a ingredient of my team (Jane Doe) to complete the same(p) learning styles questionnaire to see what type of style they were. On completing the questionnaire she scored as n 3 areas Linguistic, Logical-Mathematical and Intrapersonal, (see Appendix 2) People who are strong in linguistic intelligence are fitting to use words well, both when constitution and speaking. These individuals are typically truly good at writing stories, ability to learn languages, memorizing information and reading.They tend to learn best by reading, taking notes, listening to lectures, and by discussing and debating about what they have learned. The characteristics of Linguistic Intelligence are as follows * Good at re divisioning written and intercommunicate information * Enjoys reading and writing Good at debating or self-aggrandising persuasive speeches * Able to explain things well * Often uses humour when utter stories Individuals who are strong in intrapersonal intelligence are good at being mindful of their own emotional states, feelings and motivations. They tend to enjoy self-reflection and analysis, including daylight-dreaming, exploring relationships with some other(prenominal)s and assessing their personal strengths. The characteristics of Intrapersonal Intelligence are * Good at analysing their strengths and weaknes ses * Enjoys analysing theories and ideas * Excellent self-awareness Clearly understands the behind for their own motivations and feelings 1. 2 Use a simple technique to identify own suppuration needs and the developing needs of some other penis of the team To identify some(prenominal)(prenominal) victimisation needs that would enhance my up-to-the-minute skills and abilities I decided to complete a development needs analyses in the form of a SWOT analysis (Strengths Weaknesses Opportunities Threats). Strengths * Very organised and precise with excellent prioritisation skills * Always go awaying to help others, friendly and approachable * Ensures protocol is followed by me and others at all times * Quick learner * careful * Finance / Accounts * Excellent communication skills with all levels of people Weaknesses * Expect others to be very tidy and meticulous like myself * Sometimes try to wee-wee on too much tempt, as I dont like to say no * Forget people have several( predicate) learning speeds * Perfectionist * Health &amp natural rubber management * focal point rearing Opportunities * belong closely with the Director of Support Services * ILM words * Job Opportunities * Network meetings with other business managers * External / Internal fosterage Threats * Funding for railway aviations re op modify to funding cuts * Unexpected things in personal de ungenerousor * Out of comfort z oneness * Policy Changes I then requested for a component of my team (Jane Doe) to carry out a development needs evaluation by completing a SWOT analyses. Strengths * A willingness to learn * Always happy to help others * Quick learner * throw out work at a quick pace * Good IT skills (Excel / Word) Weaknesses * non always very confident with others * Need to have confidence in my answers, so I dont need to check I am doing things correctly * Stress easily under pressure * whole caboodle too quickly at times and make trivial mistakesOpportunities * em brace work from others to learn new roles * Study AAT * In-house training with colleagues. Shadow colleagues to learn new roles * Read policies / bulletins / news to keep up to date with rules and regulations * node Service short letters Threats * Not enough time to learn new tasks referable to engaged bit environment * Not enough funding to pay for training * nurture too expensive to pay from personal income * authorisation After completing the SWOT for me and Jane the following development needs were identified * Myself Leadership &amp Management Training HR development training Health &amp Safety development * Jane customer Service Training AAT Qualification In-house training to repair skills. 1. 3 Identify potential barriers to learning. After considering the DELTA model and barriers to learning I have ready that at that fall out are potentially a various number of barriers that Jane and I face. I have listed the potential barriers below My Self clock /workl oad Work is extremely busy and the amount of work is exceptionally high, then to take time out of work to determine training would mean work could suffer, get spinelogged and deadlines missed. * Personal Commitments This is due to home life being very busy and possibly not having time to complete fuckingvass on an flush or weekend. * Resources / Funding due to funding cuts with the LA, the tutor has had to reduce budgets therefore depending on the be of courses there may be no funds available to pay for training. Jane Faulkner * Time / Workload Work is extremely busy and the amount of work is exceptionally high, therefore to take time out of work to attend training would mean work could suffer, get backlogged and deadlines missed.Costs for AAT training is expensive and she is unable to afford the full costs from her personal income * Confidence / Fear / Self-esteem Jane is very quiet and shy, and she feels very uncomfortable in unfamiliar surroundings and may shy aware from learning. * Personal Commitments This is due to home life being very busy and possibly not having time to complete studying on an evening or weekend. * Mobility / Transport Jane doesnt drive therefore if a course is some distance she may have difficulties getting there. * Resources / Funding due to funding cuts with the LA, the enlighten has had to reduce budgets therefore depending on the costs of courses there may be no funds available to pay for training. 1. 4 Explain how barriers to learning can be overcome.There are a number of solutions for Jane and I to be able to overcome the barriers to learning that was mentioned above 1) Time / Workload Some courses/training aspects are important and workload should not be a reason for not attending any coursers. Jane and I need to project workload is organised and prioritised, and possibly get other facultys assistance to moderate work load does not get behind. 2) high-priced Training Costs Contribution or full costs of a ny training development should be paid for by the shallowtime or at least a contribution towards the costs if the training will benefit the school and modify Jane and the receipts she provides the school. 3) Confidence / Self abide by Put Jane at ease and give her ownership of and pride in what she can do.Also have regular progress reviews in order for her to bank bill her personal achievements and progress. 4) Personal Commitments Undertake training through the school day or provide time off in lieu if the training is beneficial to the service we provide. 5) Funding Free training may be available, if very beneficial to the school funding should be located. 6) Transport Training can be provided in local colleges or at school, therefore there would be very little travel required. Jane would be able to get local public transport and costs would be reimbursed by the school. Section 2 Know how to develop self and others to achieve organisational objectives 2. briefly analyse learning/development options to meet need(s) of self and another extremity of the team. After studying and analysing the SWOT analyse and appraisals completed earlier in the course, I have identified various learning opportunities for Jane and I. After task my appraisal in December 2011 it was identified that I required get along training on leadership and management of others. I felt that this was a significant area to develop as I had never authorized any training on managing ply, yet I have line managed several numbers of faculty over the years. I am now shortly undertaking the ILM Effective Management course. Another area that I found to have a weakness in is Health and Safety Management.I currently line manage a member of staff who has the accountability for the Health and Safety of the school, pupils and staff. I currently have limited noesis in this area and believe that this is an important area to mitigate to envision I can manage the member of staff and her role efficiently. The member of staff is currently attending a diploma course in Health and Safety, which was organised by me through school. I have as well as position for myself to attend a 2 day whole kithop on Health and Safety within the workplace. A further area for development for me is HR &amp Recruitment policies and procedures. As a HR manager I feel that I have not happend adequate training relating to HR Law, rules and regulations and Recruitment policies.I also feel this is the same for my team that manages the day to day processing of personnel matters, including contracts, sickness, maternity top and much more. I have therefore arranged a one day seminar with a HR Adviser from OMBC to utter to myself and the team on HR &amp Recruitment policies and procedures to develop my team and I. by Janes appraisal completed earlier this year and the SWOT analyses I feel that a vital area for development is her confidence with people, including staff and pupils. With h er lack of confidence this sometimes affects her customer service, therefore I have arranged for a customer service course to be through with(p) at the school so Jane and 14 other staff receive training in this remit.Also to improve her confidence within the work place I ensure I give her tasks that encourages her to leave the sanctuary of the office and work with other colleagues in the school. Another development for Jane, which she is keen on is to commence her AAT (Association of Accounting Technicians) qualification. This is an expensive course and I have arranged for the school to contribute funds towards the costs of this course. Jane will also be attending a one day seminar that I have arranged in relation to HR and Recruitment policies and procedures. She currently works in the Finance &amp HR office and all staff come into the office asking questions in relation to contracts, pay, special leave, recruitment and I feel this is an area for her to develop.I have also arr anged for some training to be provided to Jane, by me, on the payroll system so she can learn how to process timesheets, unpaid leave, and sickness pay. Again this is another vital area for Jane to develop in to enable her to progress in the future in her career. The development of my needs and the needs of my team are always connected to the service provided to the school and to improve their professional development. 2. 2 Identify support mechanism for the development of self and another member of the team. For me, Jane and all other members within my team there are a number of significant support mechanisms in place. These are * Annual appraisals where countersign on past progress and future development takes place. Termly (3 times a year) 11 meets take place to discuss any issues, training requirements, any difficulties they may be facing. * Monthly team meetings providing updates, and any questions, queries or ideas the staff may have to improve service or themselves. * Termly www. ebi (what works well &amp even better if) feedback from staff in relation to the office or themselves. * Regular in-house training provided by me to improve necessary skills for their development of themselves and the team. *Flexible working arrangements if necessary. * Engraining a whole school Continuous Professional Development (CPD) attitude and constantly reminding staff that school funding is available for self-development. 2. Prepare a development plan to achieve a learning objective either for self or another team member. The below table has been extracted from the staff appraisal which is completed every(prenominal) year and referred to throughout the year to review and varan the development of the staff members development. Development Need Development Action. Approx. Cost Measure of Success (Training Outcomes) military rank Outcomes (Individual Outcomes) Who to take action /By Customer Service training to improve confidence and service Arrange training course to come to school and provide training for 15 staff (including Jane) ? 800 for 15 staff Jane to attend and complete course. Improvement to Janes customer service Line ManagerCourse book for March 2013 in heap day AAT Qualification training for work and self-development Oldham College contacted and course information, dates and costs sent out to me and Jane. Jane to commit to 2 evenings per week at college ? 1200 approx. for 1st year. This is a 3 year course. Jane to attend course over the year and enrol for year 2. To improve knowledge of basic accounts, improve self-confidence with attending college. Line Manager &amp Jane Doe. knowledge obtained by December 2012. Funding secured by February 2013. Enrol during August 2013. HR &amp Recruitment Training HR Adviser from OMBC contacted by Helen Sharples.They are to provide training in the school conference way for HR team Free Jane &amp other HR staff member to attend one day seminar To improve knowledge of HR/ Recruitme nt policies and procedures for whole of the team Line ManagerNovember Inset training day. 2. 4 Describe a method that could be used to monitor the development of self and another member of the team. One method that can be used to monitor the development of people, myself and team members is an appraisal system. This is what is currently used in my place of work. The main objective of an appraisal system is to review performance, potential and identify training and career planning needs. surgical process reviews give managers and employees opportunities to discuss how employees are progressing and to see what sort of improvements can be made or help given to build on their strengths and enable them to perform more effectively.They are also used to look back on what has been achieved during the specific period and agree objectives for the next year. By utilise the appraisals system this can help to improve a team members job performance by identifying strengths and weaknesses and d etermining how their strengths can be best utilised within the organisation and weaknesses overcome. They can help to erupt problems which may be restricting employees progress and causing inefficient work practices. As a manager I appraise my team on an annual basis setting target and development needs. In their initial or annual appraisal the staff member and I talk about how they wish to develop and progress within their role and the team.The areas of development are then discussed to ensure training is provided, either in-house or an outer provider, to meet the development needs. Target dates are then set to ensure the training has commenced or completed before the next appraisal. Throughout the year I monitor the progress of the team member on a regular basis to ensure they are developing as discussed and no issues have come up. When monitoring I review their targets through 11 meetings which are done every half term. At the end of the 12 month period the training and develop ment of the person is reviewed and assessed to ensure the training has had a beneficial impact on the person and the service the team provide. They cycle then commences again with a new set of targets for the next 12 months are agreed.