Professional

Development in
Health and Social
Care

Abstract. 2
Task 1 2
3.1. Produce a professional development plan 2
3.2. Review the progress of the professional development plan. 4
TASK 2 5
1.1 Explain what is meant by professional development 5
professional development 5
The importance of professional development 5
Employee Advantages of Professional Development 6
1.2 Explain ways of overcoming barriers to professional development 6

Abstract.
I must compose an essay for the next assignment on the subject of professional development
in social and health care, and it must include information on my personal development goals
for adjusting to social and health care in society. The following assignment outlines
numerous tactics that can be used to go through obstacles and difficulties to accomplish
personal development goals. It is also necessary to recognise and locate various sources for
personal development. In future assignments, we shall examine the pheromonal development
plants and their advancement. Additionally, the task will analyse the benchmarks and
standards, which will serve as a guide for us as we develop the goals and objectives to reach
with the task. the evolution of the profession. The next assignment that is given will also
involve determining one's personal learning preferences. In terms of personal growth,
learning opportunities are also presented, and we will take use of them by developing
trustworthy personal development tactics.
Task 1

3.1. Produce a professional development plan

Because there are so many stressful activities in everyday life that can make a typical person
lose motivation for their aims and objectives, an individual must create or plan their personal
development. to release the tension and let go of the issues that are making a regular person
lose interest in and motivation for their aims and objectives. Wellness professionals are urged
to regularly examine their goals and achievements in addition to maintaining a personal
growth plan (PDP). Personal development plans might ultimately be created in a variety of
methods(Borko, 2004).
Step 1: Assess yourself
The cornerstone of your PDP is self-assessment, which is an important step you should
always take seriously whenever you update your PDP in the future. You will assess your
present knowledge and skill set as well as your professional and personal interests, as well as
any career goals, ambitions, and aspirations, in this stage.
Step 2: Develop your assessment of the individual's skill level
Determine the staff member's competence level in the following areas based on their self-
evaluation, their work history, and your observations. Technical skills: abilities required to
do the task. Aptitudes are remarkable qualities for doing or learning to accomplish a
particular type of item; they are inherent talents. An attitude is a state of mind, including
feelings, thoughts, and points of view(Desimone, 2009).

Step 3: Develop strategies

An action plan is necessary for achieving your goals. Asking yourself how you can improve
your competencies, acquire new abilities, or land that promotion you've been eyeing will help
you design one. Examine your present position or skill set, together with your objectives, and
list the steps necessary to achieve them. Write out your action plan so you know what steps
you need to take to achieve your goals, whether that is attending a conference to increase
your knowledge, locating a mentor who can help you forge significant relationships within
the company, or enrolling in a class to hone your talents. Goals for your professional growth
are specific outcomes you aim to achieve during your career. They consist of a mix of
temporary, short-term, and tall objectives. By establishing these objectives, you can maintain
your motivation and prevent professional stagnation (Elwyn and Hocking, 2000).
3.2. Review the progress of the professional development plan.
There are several methods one can use to review the development programme.
Goal: Begin a new job
● Long-term: Obtain a solid offer and resign from your position.
● Mid-term: Submit applications for at least five positions in which you genuinely are
interested.
● Short-term: By the end of the week, locate five employment openings
Goal: Participate more in company activities
● Long-term: By the end of the year, take part in and assist with the organisation of at
least one event.
● Mid-term: Get involved with a group or committee that interests you.
● Short-term: By the end of the month, locate three opportunities in which you are
interested (such as a networking organisation, a charity committee, etc.) and get in
touch with them to inquire about joining(Friedman and Phillips, 2004).

Intrinsic feedback sometimes referred to as kinaesthetic feedback, is given to performers

based on how a skill or movement feels during execution. For instance, golfers typically
recognise that their drive will be successful because it "felt right."
Extrinsic input may come from those outside the team, such as a coach, teacher, or teammate.
This kind of feedback can be offered verbally or in writing. For instance, a coach might
verbally critique a performer's skilful performance during a session and then record that
critique in their record as a coach so that the performer can later analyse it.

TASK 2

1.1 Explain what is meant by professional development

professional development
Professional development refers to all of the training, certification, and education that a
person needs to advance in their area. Different vocations require different skill sets. A
worker may need more skills in the future even though they already have the necessary ones.
Employees can build these skills through professional growth to become better, more
productive workers. Professional development includes all forms of education and learning
that are intended to enhance an employee's performance, even though on-the-job training is
an essential part of that process. Additional forms of professional development include
college coursework, online training programmes, industry certifications, coaching,
mentoring, and consulting(Ingvarson, Meiers and Beavis, 2005).

The importance of professional development

In truth, not many people spend money on their professional growth. One-third of those who
say they don't do anything to increase or grow their skill set are employees. These folks don't
give much thought to how their careers will turn out. Even though many people are skilled at
their jobs, they frequently seem content with their current circumstances or have little interest
in changing them. This demonstrates that you already have a competitive advantage over a
third of your coworkers by taking advantage of professional development opportunities,
ongoing education, and career planning. Since you're going for it and taking responsibility for
your job, you have a far higher chance of succeeding and achieving your goals(Maaranen et
al., 2018).

Employee Advantages of Professional Development

Professional growth also benefits the staff members. Professional development participants
will feel more confident in their talents to succeed in their field of work. If an employee lacks
a particular knowledge, they might question their work. Employees will become better
workers as a result of professional progress. Developing the right skills for their career will
make employees more efficient and productive, which will be advantageous to the employer
for whom they work. Finally, through professional growth, workers could be able to take
advantage of new opportunities. A worker who is having problems getting promoted to a
higher, more lucrative position may benefit from professional development(Mathur, Clark
and Schoenfeld, 2009).

References
Borko, H. (2004). Professional Development and Teacher Learning: Mapping the Terrain.
Educational Researcher, 33(8), pp.3–15. doi:10.3102/0013189x033008003.

Desimone, L.M. (2009). Improving Impact Studies of Teachers’ Professional Development:

Toward Better Conceptualizations and Measures. Educational Researcher, [online] 38(3),
pp.181–199. doi:10.3102/0013189x08331140.

Elwyn, G. and Hocking, P. (2000). Organisational development in general practice: lessons

from practice and professional development plans (PDPs). BMC Family Practice, 1(1).
doi:10.1186/1471-2296-1-2.

Friedman, A. and Phillips, M. (2004). Continuing professional development: Developing a

vision. Journal of Education and Work, 17(3), pp.361–376.
doi:10.1080/1363908042000267432.

Ingvarson, L., Meiers, M. and Beavis, A. (2005). Factors affecting the impact of professional
development programs on teachers’ knowledge, practice, student outcomes & efficacy.
education policy analysis archives, [online] 13, p.10. doi:10.14507/epaa.v13n10.2005.

Maaranen, K., Kynäslahti, H., Byman, R., Sintonen, S. and Jyrhämä, R. (2018). ‘Do you
mean besides researching and studying?’ Finnish teacher educators’ views on their
professional development. Professional Development in Education, pp.1–14.
doi:10.1080/19415257.2018.1555184.

Mathur, S.R., Clark, H.G. and Schoenfeld, N.A. (2009). Professional Development: A
Capacity-Building Model for Juvenile Correctional Education Systems. Journal of
Correctional Education (1974-), [online] 60(2), pp.164–185. Available at:
https://www.jstor.org/stable/23282723 [Accessed 15 Dec. 2022].