PowerPoint Presentation
Professional Development and Ethics (CPD1102)
Week 2
Professional Development & Competency
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Classroom Etiquette
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Professional Development and Competency
Today’s Learning Objectives:
This lecture presents a
oad introduction to the concept of professional development with more focus on
competency. By the end of today’s lecture, you will be able to:
Describe the role of Professional development in career management
Describe competency and dimensions of competencies
Analyse your own competency level
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Professional Development and Competency
What is Professional Development: student perspective-why it is important?
Image http:
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Education Caree
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Jump straight to a career!
Student can enhance their competencies
to improve their future employability
through Professional Development
Professional Development is important to:
develop and enhance skills and competencies; and
make transition smooth from institution to organization.
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Professional Development and Competency
What is Professional Development: organizational perspective
Process of improving and increasing capabilities of staff through access to education and training
opportunities in the workplace, through outside organization, or through watching others perform
the job (Business dictionary);
Professional development helps build and maintain morale of staff members, and is thought to
attract higher quality staff to an organization (Business dictionary);
for many professions, professional development is the requirement to maintain the membership
Professional
Development
Initial Professional
Development
Continuing
professional
Development
IPD is a period of development during which an individual acquires a
level of competence necessary to function as an autonomous
professional (The UK Initial Professional Development Forum).
CPD is a continuing education to maintain work related knowledge
and skills that should continue throughout the professional career.
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Professional Development and Competency
What is Competency?
Many definitions are in use such as:
combination of skills, abilities and knowledge needed to perform a specific task (Jones, Voorhees and Paulson
2002);
sets of behaviours that are instrumental in the delivery of desired results or outcomes (Bartram et al 2002);
ability to put into practice the knowledge, skills and attitudes which have been learned and understood. It is this
integration in practice which is the crucial part, not simply the acquisition of knowledge and skills (Calman 207).
A set of related knowledge, skills and attitude that enable an individual to effectively perform the activities of a
given occupation or job function to the standards expected in the employment
(The International Board of Standards for Training, Performance and Instruction)
Competency
Knowledge
(K)
Skills
(S)
Attitude
(A)
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Professional Development and Competency
Competency
Professional Competency
Vocational Competency
Professional competencies refer to intellectual & cognitive abilities,
e.g. abstract thinking, conceptualisation, critical analysis
Vocational competencies useful when tasks are repetitive and
processes are repeatable.
Most professional tasks are non-repetitive.
Processes have to be tailored
Successful performance require fresh thinking, re-engineering the processes and applying knowledge prudently
The successful practitioner works with a significant body of applied knowledge, has a degree of autonomy over
his/her tasks and is guided by professional and personal ethics.
Competencies can be assessed and can be enhanced
through Professional Development.
Competency Types
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Professional Development and Competency
Katz (1974)
Competence Domain
for Management
Training
(Sandwith 1993)
Technical &
Administrative
domain
Leadership &
Interpersonal
domain
Conceptual/Creative
domain
Skills of Effective
Administrato
(Katz 1974)
Technical skill
Human skill
Conceptual skill
Hard Skill
Soft Skill
Technical
Competencies
(discipline specific)
Managerial &
Leadership
Competencies
Socio-cultural &
Personal
Competencies
Competency Model
adopted by APIC
Managerial Skills and Competencies
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Professional Development and Competency
Katz (1974)
The jobs’
equirement
The
organizational
environment
The individual’s
competencies
Effective
performance
Model for effective job performance (Boyatzis 1982)
Technical
competency
Managerial &
Leadership
competency
Socio-cultural &
Personal
competency
Effective
manage
Competency model adopted in APIC
Competency Models
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Professional Development and Competency
Katz (1974)
Technical
competencies
• Discipline specific
knowledge and skills
Managerial &
Leadership
competencies
•Leadership
•Team management
•Resource management
•Communication
•Planning
•Leading
•Organizing
•Change management
•Cognitive skills and
knowledge
Socio-cultural &
personal
competencies
•Generic
•Leadership
•Commitment
•Attitude
•Self direction
•Learning
•Cultural empathy
•Innovation and creativity
Competency at different stages of career: from analyst to a leader
Example of Competency elements
Spectrum of Competencies
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Professional Development and Competency
Katz (1974)
So
ci
o
-c
u
lt
u
a
l &
P
e
s
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n
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C
o
m
p
et
e
n
ci
e
s The general state of acting and performing as a professional
Generic
The direction, motivation and management of individuals and teams
Leadership
The personal dedication to task and to project outcomes
Commitment
The frame of mind that promotes integrity and support for achievement of project goals within a
desired social contextAttitude
The ability to manage within and without guidelines and processes and to work without
supervisionSelf direction
The commitment to continuous improvement in knowledge, skills and attitude and to creating
new knowledge, developing skills and approachesLearning
The awareness of respect for an accommodation of individual lifestyle, beliefs and norms
Cultural empathy
Capacity to generate new ideas/approaches & realise these in a beneficial manne
Innovation and creativity
Spectrum of Competencies
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Professional Development and Competency
Katz (1974)
Aware
Informed
Involved
Competent
Transformative
Understand the
theory and is guided
y it
Has some ability to
factor in context and
dynamics
Is receptive to
learning
Ability to search &
select theory, adjust
to context and
optimize to achieve
goals
Uses experience &
professional
judgement as guide
to planning & action
Can identify
knowledge
unknowns and
guided efforts
toward the results
Ability to
contextualise
knowledge
Demonstrated
competency in a
ange of application
fronts
Has established
measurements for
system improvement
In general feels
comfortable with
new situations
Can use expertise to
evise goals, plans &
actions
Acknowledged
competency &
ability to guide
change
Has established
feedback & optimize
the application of
theory in the context
of the problem
Holistic systems
approach to
problems, goals &
plans
Manages new
situation and
challenges beyond
expectation
Ability to manage
large endeavours
and systems with
greater complexity
Innovation focus to
improve/extend application
Holistic approach to
problems, goals plans and
actions; engendering new
solution spaces
Strategic planning &
leadership of large complex
systems
Novel approaches to complex
problems; synthesis mindset
Fostering creativity in teams
& organizations in terms of
strategy, implementation &
people
Ability to unlock value
creation potential & inspire
peers & teams to achieve
exceptional results
Merges learning and
practices
5 Stages of Competencies
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Professional Development and Competency
Murphy, G.A. and Calway, B.A., 2008. Professional development for professionals: beyond
sufficiency learning. Australian Journal of Adult Learning, 48(3), p.424.
The importance of continuing professional development - Australian Government n.d.,
viewed 24 January 2019,
www.professionalsaustralia.org.au/australian-
government
log/the-importance-of-continuing-professional-development
.
Kurz, R. and Bartram, D., 2002. Competency and individual performance: Modelling the
world of work. Organizational effectiveness: The role of psychology, pp XXXXXXXXXX.
Recommended Readings
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Professional Development and Competency
Business Etiquette: Maximizing your Opportunity for a Successful Caree
https:
search.alexanderstreet.com/view/work
ibliographic_entity%7Cvideo_work%7C2305555
15 Things the most successful leaders do
https:
search.alexanderstreet.com/view/work
ibliographic_entity%7Cvideo_work%7C2366777
Communication in the Workplace, Customer Service
https:
search.alexanderstreet.com/view/work
ibliographic_entity%7Cvideo_work%7C2389968 :
Mapping a Career Path: Your Aptitude, Interests, Values and Personality
https:
search.alexanderstreet.com/view/work
ibliographic_entity%7Cvideo_work%7C2311786 :
Useful video links
https:
search.alexanderstreet.com/view/work
ibliographic_entity|video_work|2305555
https:
search.alexanderstreet.com/view/work
ibliographic_entity|video_work|2366777
https:
search.alexanderstreet.com/view/work
ibliographic_entity|video_work|2389968
https:
search.alexanderstreet.com/view/work
ibliographic_entity|video_work|2311786
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Professional Development and Competency
Jones, E.A. and Voorhees, R.A., 2002. Defining and Assessing Learning: Exploring Competency-Based Initiatives. Report
of the National Postsecondary Education Cooperative Working Group on Competency-Based Initiatives in Postsecondary
Education.
Calman, K.C., 2007. Medical education: past, present, and future: handing on learning. Elsevier Health Sciences.
The UK Initial Professional Development Forum n.d., viewed 22 January 2019,
http:
www.littlerichley.eclipse.co.uk/ukipdforum
.
Kurz, R. and Bartram, D., 2002. Competency and individual performance: Modelling the world of work. Organizational
effectiveness: The role of psychology, pp XXXXXXXXXX.
Sandwith, P., 1993. A hierarchy of management training requirements: The competency domain model. Public Personnel
Management, 22(1), pp.43-62.
Boyatzis, R.E., 1982. The competent manager: A model for effective performance. John Wiley & Sons.
References
Thought
for the
Week
Competence is an
amalgamation of
skills, attitude and
knowledge!