The Concept of Professional Development - Essay Example

Running head: PROFESSIONAL DEVELOPMENT IN A HEALTH AND SOCIAL CARE SETTING Professional Development in a Health and Social Care Setting Insert Insert Course Title Insert Instructor’s Name 24 May 2011 Professional development in a health and social care setting Professional development is “the process of accumulating the skills, qualifications, knowledge, and experience that allow you to progress in your career” (Macmillan Dictionary, 2011). It will entail acquiring of skills and knowledge through planned learning activies and experience with the primary focus of personal development and career progression. In all professions, it is encouraged both for the professional and personal progress. For all enterprises and organizations, it is very essential that they increase the level of skills and knowledge of their staff, as this really improves the quality of their services and improves personal and professional image of the staff. Professional development will mainly involve enrollment in professional development programs in a given profession. The professional development programs, apart from improving the quality of services offered by an organization, “Boost individuals’ career, through travel, research, workshops and seminars, and through partnering with experienced professionals” (Morgan, 2007). In addition, professional development programs enable individuals to improve expertise in their fields and add value to the institutions through contributions in the developments. These programs are designed with the intention of helping people improve their level of competency and professionalism and are not only applicable to people in business or management, but also to other professionals such as medical practitioners, teachers, engineers, and nurses among others (Morgan, 2007). The health and social care practitioners are found in various settings and fields, requiring continued professional development to enhance delivery of quality healthcare and services. According to a joint statement on CPD for health and social care practitioners, “continuing professional development (CPD) is fundamental to the development of all health and social care practitioners, and is the mechanism through which high quality patient and client care is identified, maintained and developed” (RCN, 2011). Professional development in health and social care settings is pivotal in enhancing continued improvement in the quality of the services offered and high standards of care maintained. According to a Review of Continuing Professional Development in General Practice 1998, the effort to improve quality and excellence in clinical care provision can be achieved through CPD by focusing on three distinct inter-related areas: “clinical governance enhanced, professional self-regulation and lifelong learning” in all health and clinical settings. To enhance professional development in any profession or organization, there should be a well-created practice professional development plan (PPDP). For a PPDP to be developed, four considerations should be made in drafting of the plan: first, understanding of the professional practice; secondly, the professional knowledge available; additionally, understanding of the changing trends in the practice; lastly, ways of adopting changes in the practice (Robin & Attwood, 2000, P.5). Since the PPDP is for helping the staff identify and set target of their learning and development priorities, it should be suitable to the staff and the patients for it to be effective. The development plan should be a collective responsibility to avoid patronizing, but each individual should develop his/her own personal development plan (PDP) with clear aims and objective (Robin & Attwood, 2000, P.5). In coming up with PDP the practice needs and personal needs should be weighed so that they may blend well in the plan. After the development plan is created the process of implementation and evaluation follows, and it may involve induction into different program(s), supervision, individual skills assessment, team skills assessment, health needs assessment, staff appraisals, research, and partner review systems. In the remaining part, the paper will discuss what enables nurses to progress in their careers and how managers can help them in their development in a health and social care setting. What enables nurses to progress in their career? Nursing profession is very diverse, encompassing almost all areas of clinical practices. Nurses are expected to possess sound foundation in clinical practice in order to meet the varied requirements in the course of doing their duties. In most set ups the nurses are encouraged to develop and remain in career pathways found within the nursing workforce due to their clinical expertise. Apart from clinical expertise with further educational and professional development, nurses can venture in various career pathways in clinical practice, education, management, and research. Embarking on any career pathway for any person is an important decision which requires a lot of investment, careful planning and evaluation to monitor progress. According to Brown (1992), nursing career takes three different types of career orientation including career as a noncentral life interest group, administrative and management orientation, and clinical specialist. Based on the career pathways available in the nursing profession, those interested in career progression should make an early-informed decision before joining the profession on which orientation to follow. Career progression is also influenced by performance appraisal, networking, and personal branding. To enhance sustainable career progression and management, a nurse will additionally be required to cultivate and apply selected strategies such as proper utilizing of resources, enriching self, influencing others, and revitalizing career (Henderson & McGettigan, 1994, P.27). Combination of the discussed elements is very vital in nurses career progression thus the management should make initiative to enrich the nurses on these matters. How managers can help nurses in their development in a health and social care setting Managers are central in ensuring that organizations are run properly and they meet expectations set. They are also the decision makers in terms resources allocation and in addressing the needs of an institution. In clinical practice setting, the managers can assist the nurses in following ways in their career progress. First, they can improve the morale of the nurses “by providing adequate staffing to give good nursing care, by correct placement and orientation to achieve mastery, independence, and freedom, by respecting them for a job well done, and by encouraging deserved respect from co-workers and other staff” (Swansburg & Swansburg, 1995, P.336). Secondly, managers can create a culture of service excellence by involving the nurses in shared decision-making there by preparing the nurses for leadership opportunities and making them feel being part the institution producing optimal outcomes (Force MV, 2004). Thirdly, the managers are involved in evaluating, encouraging, inspiring and challenging the nurses for professional development thus playing a crucial in their career developments (Hellinghausen, 1998). Additionally, managers as the team leaders they can encourage teamwork there by improving productivity and motivating the nurses through togetherness in achieving the set goals. Lastly, they can serve as career counselors and may also share information about the organization which is useful in nurses’ career development. References List Brown, M., 1992. Nursing management: issues and ideas. NY: Jones & Bartlett Learning. Calman, K.C., 1998. A Review of Continuing Professional Development in General Practice. (Online). Available from: http://www.publications.doh.gov.uk/pub/docs/doh/cmodev.pdf (Accessed on 24 May 2011) Force, M.V., 2004. Creating a culture of service excellence: empowering nurses within the shared governance councilor model. Health Care Management, Vol 23, No. 3, Pp 262-266. (Online). Available from: http://www.ncbi.nlm.nih.gov/pubmed/15457843 (Accessed on 24 May 2011). Hellinghausen, M.A., 1998. Nurse Managers expanding duties. (Online). Available from: http://www.nurseweek.com/features/98-5/manager.html (Accessed on 24 May 2011). Henderson, F.C., & McGettigan, B.O., 1994. Managing your career in nursing. NY: Jones & Bartlett Learning. Macmillan Dictionary. 2011. Definition of professional development from the online English dictionary. Macmillan Publishers Limited. (Online). Available from: http://www.macmillandictionary.com/dictionary/british/professional-development (Accessed on 24 May 2011). Morgan, E., 2007. Definition of Professional Development. EzineArticles. (Online). Available from: http://ezinearticles.com/?Definition-Of-Professional-Development&id=410654 (Accessed on 24 May 2011) RCN. 2011. A Joint Statement on CPD for Health and Social Care Practitioners. (Online). Available from: http://www.rcn.org.uk/__data/assets/pdf_file/0003/78708/003064.pdf (Accessed on 24 May 2011) Robin, W. & Attwood, M., 2000. Professional development: a guide for general practice. NY: Wiley-Blackwell. (Online). Available from: http://books.google.com/books?id=N6kUaPmDgSoC&printsec=frontcover&dq=professional+development&cd=4#v=onepage&q&f=false (Accessed on 24 May 2011) Swansburg, R.C., & Swansburg, L.C., 1995. Nursing staff development: a component of human resource development. NY: Jones & Bartlett Learning Read More