S P O T L GI H T PROFESSIONAL DEVELOPMENT
A lifetime of learning
AS FORMAL CONTINUING PROFESSIONAL DEVELOPMENT BECOMES EVER MORE IMPORTANT FOR CAREER PROGRESSION, DAWN HUISH EXPLAINS HOW THE PARKING INDUSTRY IS ADDRESSING TRAINING NEEDS
T
he actress Lillian Gish once said: ‘A happy life is one spent in learning, earning, and yearning’. To cultivate the art of learning, to enhance your earning and instil the yearning to achieve more, while simultaneously living a happy life, is a surely a worthy ethos?
Te concept of learning and self-development is definitely one
the BPA and IPP continue to champion as part of the drive to develop learning opportunities and qualifications aimed at raising standards and encouraging professionalism in our sector. Let us start with the concept of learning – the physical act of
acquiring new knowledge, understanding and skills. Learning happens in many ways: by doing; observing; listening; reading; discussing; debate practice; and processing data to name just a few. All learning is valuable, especially so when it is embedded – that is, able to be recalled and applied at will. Terefore think carefully about the options for learning that exist around you: coaching: mentoring, job shadowing, training
22 DECEMBER 2010
courses, guided reading, research, quizzes and questionnaires, project work, the list goes on.
Planning for progress Te essential point is for learning to have a plan, a structure, a purpose and a way of measuring its effectiveness. If you can make it a challenging and enjoyable experience this will help. Why not set employees a ‘treasure hunt’ – set some specific items you want them to research, point them towards the resources they will need, give them a completion date and let them go! Remember to make the items relevant and to provide constructive feedback on their findings. Watch the IPP e-zines in the New Year for ideas on treasure hunt content. Some learning will be stand-alone; some will lead to
qualifications. Tere has been some confusion over this in the past but the distinction between learning and qualification is clear: learning is the acquiring of new knowledge and skills; qualification encompasses learning and takes it a stage further by recognising, assessing and rewarding the learning on a national level. Training programmes may – but not always – lead to a qualification. Tey
exist in three basic forms: Non-accredited training - designed and delivered to meet the specific requirements of the client but not recognised or accredited outside of the workplace; Endorsed training programmes – designed by training centres to meet specific objectives. Endorsed by an awarding body but neither nationally recognised nor accredited;
www.britishparking.co.uk
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52