There are a range of theories and models that can be applied to professional, management and leadership development.
• Strategic HRD Partner - CIPD HR Profession Map for - Mentoring
The CIPD HR Professional Map provides a framework for HR(D) professionals to develop knowledge and behaviours to enhance their own effectiveness. This will enable HR professionals to determine how they can add sustained value to the HRD needs of the organisation now and in the future. The map describes the highest standards of professional competence through the different bands of professional development and behaviours required.
By completing a self assessment alongside the CIPD Profession Map, this will help identify the knowledge and skills required to attain …show more content…
By working through these four stages, the GROW Model encourages individuals to set goals which are inspiring and challenging as well as specific, measurable and achievable in a realistic time frame, the model positively encourages confidence and self-motivation, leading to increased productivity and personal satisfaction. The fourth stage in the model is the indicator of …show more content…
The use of continuous and progressive coaching skills support provides the structure which ultimately yields higher productivity, improved communication, better interpersonal relationships and a better quality working environment.
Whilst the model is intended to be flexible, coaches can often focus more on their ability to follow the model as opposed to understanding the importance of listening and allowing those they coach to lead the relationship based on what they require. Lastly, the model isn’t as sophisticated as many of the other popular models and due to this the model can constrain thinking, leaving little room for interpretation and flexibility.
• Operational Employee – Kirkpatrick’s Evaluation for - Training
Donald Kirkpatrick created the Kirkpatrick Evaluation Model for evaluating training during the 1950s to help define the four levels of training evaluation. The model is the most widely acknowledged method for evaluating the effectiveness of training in 4 levels; Level - Evaluation Type
Evaluation description
Examples of evaluation methods
Relevance
1.Reaction
Reaction evaluation is how the trainee felt about the training and
• Strategic HRD Partner - CIPD HR Profession Map for - Mentoring
The CIPD HR Professional Map provides a framework for HR(D) professionals to develop knowledge and behaviours to enhance their own effectiveness. This will enable HR professionals to determine how they can add sustained value to the HRD needs of the organisation now and in the future. The map describes the highest standards of professional competence through the different bands of professional development and behaviours required.
By completing a self assessment alongside the CIPD Profession Map, this will help identify the knowledge and skills required to attain …show more content…
By working through these four stages, the GROW Model encourages individuals to set goals which are inspiring and challenging as well as specific, measurable and achievable in a realistic time frame, the model positively encourages confidence and self-motivation, leading to increased productivity and personal satisfaction. The fourth stage in the model is the indicator of …show more content…
The use of continuous and progressive coaching skills support provides the structure which ultimately yields higher productivity, improved communication, better interpersonal relationships and a better quality working environment.
Whilst the model is intended to be flexible, coaches can often focus more on their ability to follow the model as opposed to understanding the importance of listening and allowing those they coach to lead the relationship based on what they require. Lastly, the model isn’t as sophisticated as many of the other popular models and due to this the model can constrain thinking, leaving little room for interpretation and flexibility.
• Operational Employee – Kirkpatrick’s Evaluation for - Training
Donald Kirkpatrick created the Kirkpatrick Evaluation Model for evaluating training during the 1950s to help define the four levels of training evaluation. The model is the most widely acknowledged method for evaluating the effectiveness of training in 4 levels; Level - Evaluation Type
Evaluation description
Examples of evaluation methods
Relevance
1.Reaction
Reaction evaluation is how the trainee felt about the training and