Develop your knowledge, Skills and Competence

Talk about Develop knowledge, skills and competence is talk about “Self-development” and also talk about “Carrer Growth Development”. So in this article, we will divide it into 2 sessions, Session 1 deals with the importance of self-development, Session 2 explain how the organisation help in the professional development of an employee.

SESSION 1 SELF DEVELOPMENT

Self-development efforts are unique to an individual, and the reasons for undertaking them are specific to the individual. The advantage of self-development efforts are that you decide for yourself how and where best to expand your capabilities and strengths — wich learning and development activities you want to undertake and which are the different areas where you can best apply your knowledge and skills.

So in this session, we will learn :

1. Identify your current level of knowledge, skills and competence

2. Obtain advice and guidance from appropriate people to develop your knowledge, skills and competence

3. agree with appropriate people on a plan of learning and development activities to address your learning needs

Some Industry Perspectives

“Training is important to continuous improvement because of the change that is taking place around us. You need to be aware of that change, and you need to be continually growing to adapt to it through self-development.”

- Paul Fortier (Plant training leader for libbey, Inc., in Toledo, OH)

“It’s not enough to be smart you need to always be getting smarter”

-Heidi Grant halvorson (Author of ‘Nine thing successful people do differently’)

Need For Self Development

“Fortune favours the prepared mind.” Said Louis Pasteur. In other words, opportunities come to people who are ready, willing and can make the most of them. Self-development is about nurturing our mind. You’re your own greatest asset, and investing in yourself will reap rewards. Some will be the rewards that you planned for and strived to achieve, and some will come along as happy surprises.

By concentrating on continuous self-development you:

• Become better at things you do or want to do
• Add to your knowledge
• Increase your range of skills
• Take responsibility for your development

So now we learn

How to identifying knowledge and skills

First, make two or more Personal Opinion table like this :

Second, give yourself a rating 1–4 based on the parameters

Rating scale :

1 = Never

2 = Occasionally

3 = Frequently

4 = All the time

Giving feedback

Third, give personal opinions table to your friends and let him fill the personal opinions table for you.

After that, Make Self Development Plan Table

like this:

Based on your personal opinion table.

Summary

In this session you learnt the following:

• Development is the process of improving oneself to accomplish personal and professional goals
• Feedback from others helps you to identify the current level of your knowledge and skills
• By Identifying the current level of your knowledge and skills you can provide a baseline upon which to create your self-development plan
• A self-development plan helps you to succeed in your life and achieve your goals

By concentrating on continuous self-development you

1. Become better at things you do or want to do

2. Add to your knowledge

3. Increase your range of skills

SESSION 2 CAREER GROWTH AND DEVELOPMENT

Session Objectives

You will be able to:

• Identify the knowledge and skills you need for your development.
• Undertake learning and development activities in line with your plan.
• Obtain feedback from appropriate people on your knowledge and skills and how effectively you apply them
• Review your knowledge, skills and competence regularly and take appropriate action.

Introduction

Technology, especially information technology (IT) is changing at tremendous speed. Therefore, it is important that you keep yourself updated with the latest technology through on-the-job learning and continuous training throughout your working life. This will play an important role in your career development

Organizations today are investing in employee development today are investing 3 to 5% of their revenue in employee education. It is important that every individual accesses continuous learning for their growth and development

Some Industry Perspectives

“In a race competing fora split second one time length on the finish line will decide whether you are a winner or a loser If you understand that, you cannot disregard even the smallest improvement.

Although continuous improvement involves making incremental changes that may not be highly visible in the short term, they can lead to significant contributions in the long term

Soichiro Honda-(Founder of Honda)

“If you don’t focus professional development, you won’t be marketable in your field in five years.” you always have to be looking ahead to what is going to be required in your potential next role

Alexandra Levit (Author of New Job, New You: A guide to reinventing yourself in a bright new career)

Ensuring your Own Career Development

Employee development is a necessary process

• To bridge the skill gap of employees
• To bridge the skill gap between the organisation’s current capability and that is required to achieve the business results
• To build loyalty in employees, as loyalty increases productivity
• To create a learning culture in the organisation
• To motivate employees to learn new skills and acquire new learnings

Conduct Gap Analysis

Organisations frequently conduct gap analyses to ensure that the productivity of the organisation is in keeping with the organisations goals While the organisation does research, makes overall development plans, implements them and measures their effectiveness-you can also support the initiative by conducting your own research and gap analyses You can avail of development opportunities provided to you, and also avail of other sources for self development for your individual development needs from all the resources available on the web.

Data for Gap Analysis can be obtained by

• Studying the job description A job description is a list of knowledge, skills, abilities and other characteristics that an individual must have to successfully perform the job. The most common source of information is a person performing the same job role. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job’s title, and the name or designation of the person to whom the employee reports. Comparing the job description with your current capabilities will give you a clear idea of your development needs to perform a job
• Tip Look at some job descriptions on the internet for various job roles
• Observing work samples: Observing an employee at work can help in evaluating the employee s performance vis-a-vis the competencies required for the job role In this way organisations identify gaps improvement and development
• Evaluation of now an employee performs in a task is usually according to the following that can be rectified through performance parameters
• Time spent the time taken by the employee to complete a given task
• Timely delivery of outcomes ability of the employee to deliver the desired work/project to the concerned team or department
• Quality of work: good quality of work with no errors
• Interviewing supervisors and managers about job requirements: May include key consultation with persons who are in a position to understand the skill gaps and needs of a group, individual interviews with those who would participate in training, and group discussion; this is one of the most widely used techniques for gathering information organizational and individual skill gaps and training needs
• Studying and understanding the organisation’s vision and goals and how you can contribute to its growth: This helps to understand the organisational need and how you can plan your development to meet organisational objectives

Implement and Evaluate your Plan

Training Methods Available

• Instructor-led This type of training is facilitated by an instructor either online or in a classroom setting Instructor-led training allows for learners and instructors or facilitators to interact and discuss the training material, either individually or in a group setting
• Learning from colleagues We can learn so much from our colleagues that we can put to use within our professional life and beyond Learning from those we work with is one of the great beneft of being in the workplace Sometimes what we learn from them is through what they teach us outright or simply what we leam by just observing them
• Self-training: Learning a concept or acquiring knowledge by self-study is called as self-training It can be done through reading user manuals, textbooks or learning through simulations and tutorials
• E-learning It is the use of technology to enable people to learn anytime and anywhere e-Learning can include training, the delivery of just-in-time information and guidance from experts, For example, virtual classrooms, application sharing, self-paced courses, audio and video conferencing, etc

Training is a substantial organisational investment The investment in people, both in developing and maintaining the appropriate skills is a vital part of the organisation’s strategy for the future. As an employee on whom the organisation is investing, you should ensure that you enhance your knowledge, skills, attitudes and behaviour, in order to meet the expectations your organisation has from you

Review Performance

• Daily Feedback: While working on your daily tasks it becomes a good habit to obtain feedback from your peers and colleagues. There are team members who have more experience than you. They can always guide and help you to complete your tasks efficiently
• Development Interview: You receive feedback from your supervisor as well. This could be on a specific task or a project. Feedback from your supervisor always helps you to achieve your goals and also climb the ladder of success
• Assessment of Work Performance: This kind of feedback is shared mostly on an annual basis by the HR manager or supervisor. It provides you with holistic feedback and also helps you to plan your further development

Authors

1. Tubagus Haikal Naufal (1710010100)
2. Muhammad Iqbal (1710010067)
3. Fajar Rahman Hakim (1710010031)
4. Rizaldi Akbar (1710010088)