Professional Development of an Organisation
Table of Contents
EXECUTIVE SUMMARY 15
INTRODUCTION 16
BUSINESS PLANS AND OBJECTIVES 16
INTERNAL ANALYSIS 17
EXTERNAL ANALYSIS 18
SKILLS KNOWLEDGE AND COMPETENCIES REQUIRED 21
SKILLS AUDIT 22
IMPACT ANALYSIS 24
TRAINING OBJECTIVES 25 TRAINING AND DEVELOPMENT PLAN 26 Costing 28 Purpose of Training Evaluation 29 Process of training evaluation 30
RISK ASSESSMENT 31
CONCLUSION 32
BIBLIOGRAPHY 33
EXECUTIVE SUMMARY
This report helps to view the areas of staff development and also the requirements of the staffs in our organisation. This will be done by using various types of analysis and audits. It also finds the gaps in the employee skills and also creates an action plan for supporting Continuous Professional Development by using Staff Training and Development Plan. It also overlooks the risk assessment and the present suggestions to implement the plan.
INTRODUCTION
According to Professional Associations Research Network “Continuous professional development is defined as any process or activity that provides added value to the value to the capability of the professional through the increase in knowledge, skills and personal qualities necessary for the appropriate execution of professional and technical duties, often termed competence”. CPDis necessary to increase knowledge and skills of an individual. CPD is a process which has relevance for all employees. Continuous development should lead simultaneously both to individuals growth and improvements in organisational efficiency.
Shilpa Indian Restaurant a single owned property which is located in the Hammersmith. This restaurant serves authentic South Indian Kerala Cuisine with some North Indian Dishes with covers of 40.
BUSINESS PLANS AND OBJECTIVES
The difference between short, medium and long term plans are the time frame of each implication that has in the nature of the
EXECUTIVE SUMMARY 15
INTRODUCTION 16
BUSINESS PLANS AND OBJECTIVES 16
INTERNAL ANALYSIS 17
EXTERNAL ANALYSIS 18
SKILLS KNOWLEDGE AND COMPETENCIES REQUIRED 21
SKILLS AUDIT 22
IMPACT ANALYSIS 24
TRAINING OBJECTIVES 25 TRAINING AND DEVELOPMENT PLAN 26 Costing 28 Purpose of Training Evaluation 29 Process of training evaluation 30
RISK ASSESSMENT 31
CONCLUSION 32
BIBLIOGRAPHY 33
EXECUTIVE SUMMARY
This report helps to view the areas of staff development and also the requirements of the staffs in our organisation. This will be done by using various types of analysis and audits. It also finds the gaps in the employee skills and also creates an action plan for supporting Continuous Professional Development by using Staff Training and Development Plan. It also overlooks the risk assessment and the present suggestions to implement the plan.
INTRODUCTION
According to Professional Associations Research Network “Continuous professional development is defined as any process or activity that provides added value to the value to the capability of the professional through the increase in knowledge, skills and personal qualities necessary for the appropriate execution of professional and technical duties, often termed competence”. CPDis necessary to increase knowledge and skills of an individual. CPD is a process which has relevance for all employees. Continuous development should lead simultaneously both to individuals growth and improvements in organisational efficiency.
Shilpa Indian Restaurant a single owned property which is located in the Hammersmith. This restaurant serves authentic South Indian Kerala Cuisine with some North Indian Dishes with covers of 40.
BUSINESS PLANS AND OBJECTIVES
The difference between short, medium and long term plans are the time frame of each implication that has in the nature of the
Bibliography: Philip Wilkinson, Short term, Long Term and Medium term objective (August 02, 2006 http://www.smallbusiness.co.uk/channels/start-a-business/q-and-a/27759/short-mediumand-longterm-objectives.thtml (Assessed on 3rd June 2010) Scott Gallagher (2004), Internal Analysis (VRIO) (1st Nov, 2007) http://falcon.jmu.edu/~gallagsr/WDFPD-Internal.pdf (Assessed on 3rd June 2010) Bernard Jaquier, Resource- Based View of the firm (RBV) http://www.ecofine.com/strategy/RBV%20of%20the%20firm.htm (Assessed on 3rd June 2010) PEST Analysis http://www.12manage.com/methods_PEST_analysis.html (Assessed on 4th June 2010) Jonathan Winterton, Typology of knowledge, skills and competences (26th January 2005) http://www.ecotec.com/europeaninventory/publications/method/CEDEFOP_typology.pdf (Assessed on 4th June 2010) Training Objectives http://download.aibd.org.my/books/manual_for_media_trainers/section4.pdf (Assessed on 6 th June 2010) Training Evaluation http://traininganddevelopment.naukrihub.com/training-evaluation.html (Assessed on 7th June 2010) Risk Assessment http://dictionary.bnet.com/definition/Risk+Assessment.html (Assessed on 7th June 2010) Sue Bishop (1997), The Complete Guide to People Skills, Hampshire, Gower Publishing Limited. Frances and Roland Bee(1994), Training Needs Analysis and Evaluation, Exter, Short run Press Patrick Forsyth (2008), The Sunday Times: Improve your Coaching and Training Skills, India, Replika Press Pvt Ltd. Mick Marchington and Adrian Wilkinson(2000), People and Organisations: Core personnel and Development, Wiltshire, Cromwell Press.