Currently my professional development plan has included a career move to transition from the teaching profession to Inst Design & Technology which I have pursued here at Walden for 3 years and now as I am nearing the end would like to enter the job market as a training professional or consultant in the HPT field. Continued success will come with job experience in this discipline. Eventually as a new hire I would advocate for and am in favor of coaching, mentoring or peer review. These describe social competency development. “Social competency development enhances specific job-related competencies through interaction with others such as a mentor or coach, or through encountering challenging job experiences. The competencies that are developed are typically not necessary for successful performance of one’s job but help prepare employees for future roles or positions.” Noe, (2013)
I am always a strong supporter of OJT or guided contextual learning which are usually formal training activities designed and developed by the company to achieve specific learning goals. Although I understand the significance of the learner having an active role in their learning, there is much value in learning from the experts or when they are inherent in the learning method. For example, the instructor bears the responsibility for identifying what should be learned, determining the most appropriate methods, and evaluating the extent to which knowledge and skill acquisition resulted from the learning activity.” Noe, (2013). In other words, written and observational assessments are often valid and credible measurements of acquired knowledge. Equally beneficial however are hands-on methods that “are ideal for developing specific skills, understanding how skills and behaviors can be transferred to the job, experiencing all aspects of completing a task, or dealing with interpersonal issues that arise on the job. Noe, (2013)
About development Stolovitch says, “Provide employees with the ability to do that which they value and to grow beyond their initial vision for their careers.” I have contemplated this often about past and current employment and how I had wished there had been more opportunities offered for learning and leadership. If training is offered, objectives must indicate what information is important, what actions the trainee should take, and what the trainee should master. To make life better I believe in proactive learning, committed to it being lifelong.
Laureate Education (Producer). (2011). Employee development [Video file]. Retrieved from https://class.waldenu.edu
Stolovitch, H. D., & Keeps, E. J. (2011). Telling ain’t training. Alexandria, VA: ASTD Press.
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.