These reviews can look at our general work during an appraisal or ongoing ark as and when the opportunity arises. Self-assessment does not mean that we have to be critical of ourselves. Neither does it mean that we should praise ourselves as to the efficiency or quality of our work. It means trying to step away from ourselves and look at what we are doing. Even if we only take time at the end of the working week to reflect on how our week has gone, this is a step in the right direction to making a self- assessment of how we have worked. 1. Explain the purpose and benefits of encouraging and accepting feedback from others Feedback is responses which we receive from other people in action to our work or our performance. Much feedback is informal. – It may simply be a thank you for the work which we have done. We should be prepared, however, to receive both positive and negative feedback, as sometimes the work which we have done will not be of sufficient quality, or the person will not think that we can be relied on in the future. The key purpose of encouraging and accepting feedback from others is to provide us with opportunities to improve areas Of our work.
By encouraging feedback, more experienced employees can help us come up with solutions o many of the common supported by suggestions on how to improve. Many businesses have formal feedback, usually in the form of an appraisal system. Appraisals are reviews of progress and look at our abilities. Appraisals are opportunities for us and our supervisors to set targets and plans to improve our performance. These appraisals will allow us to talk about our job, what we plan to do in the future and whether we would benefit from additional training. Appraisals are confidential and aim to be positive.
We should use these formal feedback sessions as they may be one of the few Hansen we have to talk about our work, uninterrupted, with our immediate superior. 1. 3 Explain how learning and development can improve own work, benefit organizations, and identify career options Training is normally a part of the appraisal system, but there may be regular training opportunities which are advertised within the business. If we feel that these training programmer would be of value to us, our team and the business, there is no reason why we should not enquire as to whether we could get involved.
The benefits of learning and development are not only for the individual but also for the organization itself. One good example is that training and development, whether it is formal education or learning on the job, means individuals are ready to take over key job roles. Many businesses and organization lose staff on a regular basis; they either move on to another business or organization or they may retire. Each time a member Of staff who has worked for the organization for some time leaves, key expertise is also lost.
Encouraging learning and development for all staff enables a business to identify successors for key posts. It helps them to plan heir career paths and make sure that the business continues to run in an efficient way, even if an expert member of staff has left. There are plenty of ways in which learning and development can go on as a regular part of the working week. In some cases businesses or organization will encourage staff to attend external training courses, giving us time off in order to do this. They will also encourage staff to continue the education, perhaps in the evening.
However, many businesses and organizations have developed comprehensive training programmer that are carried out in- house. It is not always possible to identify a clear set of career options when we first join a new business or organization. Career options will depend on not only our abilities and willingness to learn and develop but also the way in which the organization works. Some organizations retain their staff for a very long period of time, which restricts career options for those who have not been there as long. Other businesses and organizations are not growing fast enough, so opportunities are limited.
This may mean that some employees will have to look for career options elsewhere, or perhaps switch the type of ark that type are doing for something that offers a better opportunity. The main point of learning and developing is not only that the individual can improve their standards of work but also that the organization benefits because it becomes more efficient and effective. 1. 4 Describe possible career progression routes & 1. 5 Describe possible development opportunities Administration itself has a clear career path, even though this may mean having to change employers in order to reach the next stage.
The broad career progression is: -trainee administrative assistant or administrative assistant- providing basic administrative support, working under supervision and probably as a member of a team -trainee administrative officer or administrative officer- someone who provides administrative support and generates and implements procedures -administrative team supervisor or office supervisor- someone who allocates tasks to team members and generally organisms and monitors day-to-day administrative support – personal assistant- an individual who provides day-to-day administrative support for senior individuals in the business or organization -administrative section manager- someone who develops and implements procedures to meet the business’s or organization’s needs.
They plan, control and evaluate day-to-day administrative support Company secretary’ or senior administrative manager- someone who ensure that the organization or business complies with legal requirements. We can review our own performance or ask others to review our performance and appraise the way in which we can currently carry out work. We can also set ourselves targets so that we can gradually improve our overall skills: -professional -information handling -interpersonal self-application Career development is all about recognizing and seizing on opportunities that could increase our employability, general level of education, experience and skills. Opportunities arise at different times, both before we enter work and while we are in work.
We should be looking for opportunities that will give us a chance to gain training, experience or qualifications whenever we can. Typical types of career development include: -induction-this is the initial period, just after we have started working for a business. The induction programmer will tell us about the business, its reoccurred, policies and rules. It will explain to us how we are suppose to work and what the business expects of us. -training needs-a good employer will carry out what is known as training needs analysis, both on its new employees and on a yearly basis with its existing employees. The business will use our job specification, person specification and current abilities to help identify gaps between what we can do and what we are expected to do.
The process should reveal any training that we require in order to get us up to scratch or to improve the way in which we carry out our job. -development Lana-in many ways these are similar to training needs analysis, but they usually take a slightly less formal approach. The idea is to identify our longer- term career plans and to match any training or qualifications that may be of assistance to us. These are normally carried out on an annual basis and have agreed targets. -performance targets- these are minimum levels of work or output that we will be required to complete by our employer. Performance targets are difficult to set for some individual workers, so a departmental or section target may be set.
These will require us to complete work by specified deadlines and very much depend on the type of work involved. -certificated training- this is training that we may be offered, which leads to recognized qualifications, such as an NV. These types of training are extremely useful for personal development as they allow us to demonstrate our ability to work at a particular level -uncertified training-these are normally in-house training programmer, designs specifically for the business, perhaps to update on policies and procedures. They are usually relevant only to the business in which we are working and may have no practical value if we switch jobs and eve to another organization. Personal development-there are a number of ways in which we can proceed with our personal development. Some may be formal and include, as we have seen, training need analysis, various types of training and development plans. Personal development is our own ideal improvement plan, which would have to be agreed with our employer flexible working-this can simply be working add hours, but more specifically it is our willingness to work in different areas of the business. This leads to what is known as multi-killing which is a measure of our ability to adapt to efferent types of work and our willingness to learn new skills so that we be of greater use and value to our employer.