Personal Development Plan

Competencies

Technical abilities utilizing software

Management skills

Confident

Motivator

Persistent

Customer focus

Team oriented

 

Improvement Opportunities

Lack of expertise in field

Lack of experience/never held position in ID

Lack of required certification

 

Development Goals

Job Experiences – Promotion- Attain in Learning and Development role – A position within the L&D department in my organization will enable me to enter the field and have the opportunity to begin gaining experience in the field.  I have already applied for a specialist role within my organization.

Interpersonal Relationships -Coaching – Through coaching within the L&D team, I will enhance my current knowledge and gain expertise in the L&D role. I will request the coaching and feedback of my manager and peers to attain this goal.

Mentoring – I will partner with a professional in the L&D field under a mentorship program. This will assist me in developing my skills and obtain support from an experienced individual whom can not only offer me growth opportunities in learning but also provide feedback and insight as to the areas in which I would need to focus to achieve my goals. According to Noe (2013), “a mentor is an experience, productive senior employee who helps develop a less experienced employee (the protégé)”. As such, as part of my search for a mentor, I will ensure that the individual whom I select as a mentor, possesses the experienced required to be an effective model for me.

Formal Education – I will pursue certification in PHR through additional training and preparation course. I will also pursue additional training within the L & D field through seminars and trainings offered by ASTD through which I am a member.

Training and Development Needs

Obtain hands-on, on the job experience in training and development, designing and facilitating training

Required experience to qualify for PHR assessment

Reference

•       Noe, R. A. (2013). Employee Training and Development. (6th ed.). New York, NY: McGraw Hill.

Technological Advances used Today for Training

Some of the technology advances which were discussed in our resources and ones which have caught my attention are webcasts/webinars, computer-based training, blended learning, and wikis. An additional resource I discovered during my research was the use of video games to provide video games for training Army soldiers. Webcasts have enabled training to be delivered to multiple areas at the same time and different places. I have used webcasts and learning when learning about new features for programs at work. These allow the material to be presented and usually provide opportunities to ask questions to the facilitator. I have used computer-based training to complete compliance training required. CBT makes training possible by providing several methods such as training through the web, cds or dvds. CBT has enabled me to complete my training sessions on my own time; it has provided flexibility. I discovered blended learning when I was attending a community college and it was interesting for me because it was my first exposure to it. I was unsure if I could do online learning so I decided to try this approach and must say that I enjoyed it. It was convenient for me to have time with the teacher and be able to do some of my work on my own on the computer.

I learned about Wikis during one of the courses for the current program I am pursuing. I believe Wikis are such a great tool. We currently use Wikis at work as our shared drive. It is convenient because you are able to share documents, create and edit and make it accessible to multiple users. One other interesting tool I found which is used for training is video games. According to Tracy K. Robillard, AMC, (2011), "Picatinny recently received a patent for a process to safely train Soldiers how to operate a variety of robots used in Iraq and Afghanistan to detonate improvised explosive devices, or IEDs. The Robotic Vehicle Trainer is a realistic video game that simulates combat environments and uses the same controls as actual robots used in Explosive Ordnance Disposal. "The virtual environment inserts the student into hazardous environments enabling familiarization with the robotic vehicle and EOD (explosive ordnance disposal) bomb disposal tools". This method is interesting because it provides soldiers a simulated environment out of harm's way and provides them with an example of what they may encounter.

I believe all of the technologies above will continue developing and becoming more refined to serve a bigger purpose than what they are currently serving. I believe; however, that the use of cds and dvds may severely be reduced or will completely disappear because it provides limitations just as it does benefits. I believe that in the future we will rely more in flexible instruction presented with technological tools and advances.

References

Noe, R. E. (2013). Employee Training and Development. (6th ed.). New York, NY: McGraw Hill.

Robillard, T. K. (2011).  Picatinny advances EOD training with video game technology. Retrieved December 5, 2013, from: http://www.army.mil/article/53259/.

Stolovitch, H. D. & Keeps, E. J. (2011). Telling ain’t Training. Alexandria, VA: ASTD Press.