COMP427 Professional competency and life-long training Prepared By Joseph Leung.
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Transcript of COMP427 Professional competency and life-long training Prepared By Joseph Leung.
COMP427Professional competency and
life-long training
Prepared By
Joseph Leung
Overview
Lifelong learning and the valueof continuous professional development (CPD): Individual’s perspective Employer’s perspective Professional Association’s perspective
Introduction to CPD
Requires all professionals to take personal responsibility for the process of updating their own ability to understand the range of topics relevant to their area of competence
"Continuing Professional Development (CPD) is the systematic maintenance, improvement and broadening of relevant knowledge and skills, and the development of these qualities necessary for the successful carrying out of professional duties throughout a software engineer or information technology professional's career. In this it is aimed at enhancing individual worth and thus corporate performance."
Introduction to CPD
Continuing Professional Development is an ongoing necessity in the ever changing technological world in which we live.
The practising professional software engineers and information technology professionals should aim to remain competent throughout their working careers so that they can properly carry out their various duties.
To this end software engineers and information technology professionals need to take opportunities to update their depth and breadth of knowledge and expertise and to develop those personal qualities required to fulfil their roles in industry and in society.
Introduction to CPD
CPD covers matters of direct technical relevance as well as broader studies also of importance to the professionals in the furtherance of their careers such as communication, environmental matters, financial management, leadership skills, legal aspects, marketing, occupational safety and health and professional ethics.
Demand for CPD
The community has higher dependence on software engineering and information technology professionals
Many large scale information technology infrastructure have failed badly by any standard
Rapid change in technologies New technical skills of software engineering and
information technology professionals become outdated soon
Traditionally, software engineering and information technology professionals are not good at inter-personal communications
An important drive to Professionalism and Ethics
Importance of CPD
Competence Emphasis on learning Increased customer expectations Litigation Standards Quality management Competitiveness
Importance of CPD
Professional development has assumed great importance in all sectors of education over the last few years
Focus on higher standards and improving quality Demands of increasing accountability mean that
every professionals have an unprecedented need for ongoing professional development
Each sector has standards or ‘competences’ for the assessment of performance
Individual’s Perspective
FROM Expectation of a “job for life” Develop a single specialist
skill Vertical promotion “Keep your head down” Single employer (for entire
career) Careers planned Develop a skill during an
initial training period
TO Reality “no job is safe” Multiple skills required Horizontal / lateral
movement “Innovative and take risks” Multiple employers (portfolio
of careers) Plan your own career Continuous lifelong learning
Employer’s Perspective
Develop CPD policy of objectives that reflect business needs
Document and record CPD activity Evaluate CPD Pay attention to the effective management of
the learning environment at work Measure the cost of professional
development
Professional association’s Perspective
Issues considered important : Who should pay for CPD ? How do you measure true costs ? Should financial assistance be provided ? What is the role of CPD ?
CPD Costs (The Individual)
Costs of undertaking CPD Time – personal and
professional Commitment –
personal and professional
Costs of NOT undertaking CPD Opportunity costs lost Potential loss of
professional standing Inability to compete with
fellow members of the professional body
CPD Costs (The Professional Association) Costs of undertaking
CPD Time – allocated to
running the scheme and to supporting members
Commitment
Costs of NOT undertaking CPD Opportunity costs lost Potential lost of
standing amongst the profession if members not seen / proven to be competent
CPD Costs (The Professional Association) Costs of undertaking
CPD Preparation and
dissemination of regulations / policies
Provision / contracting to provide actual CPD activities
Issuing guidance / support facilities
Evaluating the policy and individual members’ CPD
Costs of NOT undertaking CPD Lack of consistency of
standards among members
CPD Costs (The Employer)
Costs of undertaking CPD Time – hours / days
individual away from daily tasks and cost of replacing individual
Costs of NOT undertaking CPD Opportunity costs lost
CPD Costs (The Employer)
Costs of undertaking CPD Potential loss of staff as
individual develops
Costs of NOT undertaking CPD Potential liability through
employees’ lack of competence
Loss of staff due to lack of personal development opportunity
Loss of market share / public support where employees are not seen / proven to be competent
Potential inability to compete in the market against those organizations whose employees are kept up-to-date professionally
CPD Activities
Technical talks Seminars Workshops Presentations Short courses Conferences Industrial attachment and visits Professional activites Publishing technical books
Practices of CPD
Usually requires a minimum amount of CPD hours per quarter / year
CPD hours would be recognized or endorsed by the professional association
CPD programmes might be organized by the professional association itself or programmes of other associations they recognized
Failure of achieving the minimum amount of CPD hours might be resulted with a downgrade or suspend of the membership, that depends on the professional association’s rules and regulations
The Necessity for Lifelong Learning
As we enter the 21st century we face an array of changes: Economic changes Social changes Technological changes
It is an established fact that society is changing. The world economy is in transition - from the industrial age to
the knowledge age. There are shifts in employment patterns as new industries replace old
There is a change in the age composition of our communities. As a result of these changes barriers to trade are coming down and we are now part of a global economy
The application and convergence of computing and communication technologies has accelerated the development of global business and the global market place
Technology is now an integral part of the workplace, our homes, our community, our very way of living
Economic Change
Knowledge Economy As Hong Kong moves into the new millennium, and we seek
ways of addressing the need to become a Knowledge Society, we not only face a bewildering mix of uncertainty, risk, insecurity and division, but also opportunity
Globalisation The challenges of rapid change are all around us. They can
be seen in radical shifts in the organisation of industry, business and labour markets
Specialisation We are apparent in the rapid changes in occupations and th
e demand for new skills, and manifest themselves in new technology and communication systems
Economic Change
Diversity Gone are the days of a single career path for most people These challenges feature in the need to meet increased
competition, and in the requirement for new skills and capacities at work
Complexity, risk, uncertainty, sudden shifts Demand for new products and services and in the radical and
far reaching transformation of technology, information and communications now in existence
These changes are having great impact on individuals as they struggle to meet these challenges
Social Change
An ageing society Statistics show that we are an ageing society. Life expectancy
at present is into the 80s, but people are retiring or becoming unemployed at 50 something, so there is a need for these people to continue with active and interesting lives. Lifelong Learning is a ‘cradle to grave’ process and each and every member of our society plays an important and integral part in its
welfare
Poverty, exclusion, disadvantaged groups Statistics also show that an increasing number of people are on
the poverty line. These people are disadvantaged the most in applying for employment or having the confidence to take up learning opportunities
Social Change
Changes in demographics These are the very adults in our community whom we must enc
ourage and provide easier, more cohesive and more connected pathways to learning for them to fulfil their learning potential. We need to be proactive about addressing their needs
Changes in family types Hong Kong has the lowest birth rate among regional countries There is a trend showing more and more people are getting late
in their marriages
Technological Change
Information and Communication Technologies There is no doubt that those who do not understand,
use and develop technology within their field are disadvantaged in the global market. Where once we wrote letters now we send e-mails. Where once one telephone in the house was a luxury we now have multiple land lines, computer communication, and use mobiles
Changing methods and patterns of communication We have cable communication, data networks, satellite
links, and increasingly technological developments are ahead of its usage
Shift from linear to network societies Digital divide
What is Lifelong Learning ?
It is a cradle to grave process It includes formal, non-formal, informal, and
incidental learning It is learner driven It boosts confidence It provides cohesion
Three Dimensions of Lifelong Learning Personal fulfillment for individuals
Personal growth Love of learning Knowledge, skills and attitudes Employability Equity
Three Dimensions of Lifelong Learning (Cont’d) Economic development of districts, regions
and nations Innovation Competitiveness Productivity Knowledge Economy Ecological integrity Sustainability
Three Dimensions of Lifelong Learning (Cont’d) Social development of communities
Caring citizenship Quality of life Active participation Cultural richness Inclusion
Put all of this together and you create a Vision for
Lifelong Learning
Why is Lifelong Learning important ?
provides cohesion and connectedness provides inclusiveness stimulates new partnerships changes focus from institutions to learners and
learning boosts competitiveness improves quality of life reduces unemployment promotes cultural development reduces barriers reduces inequality
Old New
Character• Formal • Formal
• Informal • Reflexive
Funding• Mainstream budgets • Initiatives
• Special projects
Focus• Provider driven • Learner led
Structure• Segmented • Competitive • Age driven & elitist • Majority leave @ 16 or 18
• Integrated • Collaborative • All age & open to all • Lifelong
Delivery• Teachers • Classrooms • Schools closed 75% of year
• Autonomous learners • Networked learning centres • All day, all year 24/7
Old and new styles of delivering ‘learning’
Characteristics of a Learning Society
Learning is accepted as a continuing activity throughout life Learners take responsibility for their own progress Assessment confirms progress rather than brands failure Capability, person and shared values, team-working are recognised eq
ually with the pursuit of knowledge Learning is a partnership between students, parents, teachers, employe
rs and the community who all work together to improve performance Everyone accepts some responsibility for the learning of others Men, women, the disabled and minority groups have equal access to le
arning opportunities Learning is seen as creative, rewarding and enjoyable Learning is outward-looking, mind-opening and promotes tolerance, res
pect, and understanding of other cultures, creeds, races and traditions Learning is frequently celebrates individually, in families, in the commun
ity and in the wider world.
Challenges of Life-long Learning
Time Management Too many temptations Self disciplines Insufficient working experience Financial constraints Peer group pressure
Life-long learning opportunities in Hong Kong Professional associations
eg. HK Institute of Engineers, Institute of Human Resource Management, Chartered Institute of Marketing, ….
Extramural studies eg. HKU SPACE, SPEED, SCOPE, LIFE, …
Vocational training eg. HKPC, VTC
On-job training Self-study
Reference Sites in Hong Kong
Education and Manpower Bureau www.info.gov.hk/emb
CPD Alliance www.cpdalliance.i.am
Joint Professionals Centre www.hkprofessionals.org
Government Funding
Continuous Education Fund (CEF) The Continuing Education Fund (CEF) subsidizes
adults with learning aspirations to pursue continuing education and training courses. Eligible applicants will be reimbursed 80% of their fees, subject to a maximum sum of HK$10,000, on successful completion of a reimbursable course or module(s) forming part of the course. The fees for more than one reimbursable course may be reimbursed, subject to the maximum ceiling of HK$10,000 per applicant not being exceeded .
Government Funding
Skills Upgrading Scheme The "Skills Upgrading Scheme" provide continuous
learning opportunities for in-services employees from different industries. The courses are jointly designed by the representatives of employers, employees and training organizations. A major part of course fee will be subsidized by the government. The scheme has also put in place a stringent quality assurance mechanism. The skills qualification a trainee received under the Scheme will be widely recognized by employers in the industry.
Conclusion
The essence of Lifelong Learning is that : Learning should become as natural as
breathing Learning should be both lifelong and life-wide Learning is about securing our future. Lifelong learning is a self-perpetuating process
- the more successful it is, the more successful it becomes