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COMP402 Professional competency and life-long training

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Title: COMP402 Professional competency and life-long training


1
COMP402Professional competency and life-long
training
  • Prepared By
  • Joseph Leung
  • (18th October 2003)

2
AGENDA
  • Overview
  • Introduction of CPD (Continuing Professional
    Development
  • Demand for CPD
  • Importance of CPD
  • Individuals Perspective
  • Employers Perspective
  • Professional Associations Perspective
  • CPD Costs
  • CPD Activities
  • Practices of CPD
  • Necessity of Lifelong Learning
  • Economic Change
  • Social Change
  • Technological Change
  • What is Lifelong Learning
  • Three Dimensions of Lifelong Learning
  • Why is Lifelong Learning important ?
  • Old and New Styles of Delivering Learning
  • Lifelong Learning The Difference in
    Philosophy

3
Overview
  • Lifelong learning and the valueof continuous
    professional development (CPD)
  • Individuals perspective
  • Employers perspective
  • Professional Associations perspective

4
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."

5
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.

6
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.

7
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

8
Importance of CPD
  • Competence
  • Emphasis on learning
  • Increased customer expectations
  • Litigation
  • Standards
  • Quality management
  • Competitiveness

9
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

10
Individuals 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

11
Employers 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

12
Professional associations 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 ?

13
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

14
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

15
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

16
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

17
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

18
CPD Activities
  • Technical talks
  • Seminars
  • Workshops
  • Presentations
  • Short courses
  • Conferences
  • Industrial attachment and visits
  • Professional activites
  • Publishing technical books

19
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 associations rules and regulations

20
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

21
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 the demand for new skills, and
    manifest themselves in new technology and
    communication systems

22
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

23
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

24
Social Change
  • Changes in demographics
  • These are the very adults in our community whom
    we must encourage 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

25
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 

26
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

27
Three Dimensions of Lifelong Learning
  • Personal fulfillment for individuals
  • Personal growth
  • Love of learning
  • Knowledge, skills and attitudes
  • Employability
  • Equity

28
Three Dimensions of Lifelong Learning (Contd)
  • Economic development of districts, regions and
    nations
  • Innovation
  • Competitiveness
  • Productivity
  • Knowledge Economy
  • Ecological integrity
  • Sustainability

29
Three Dimensions of Lifelong Learning (Contd)
  • Social development of communities
  • Caring citizenship
  • Quality of life
  • Active participation
  • Cultural richness
  • Inclusion

30
Put all of this together and you create a Vision
for Lifelong Learning
31
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

32
Old and new styles of delivering learning
  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 _at_ 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


33
Lifelong Learning The Difference in Philosophy
  • An education is based on a formal, structured
    programme of learning, for a set period of time,
    where you have to learn before you can do
  • Lifelong Learning takes what you can do and
    allows you to learn what you want to learn, when
    you want to learn, where you want to learn and
    shows you how to turn those skills to economic
    advantage for the rest of your life
  • Fundamentally learning is about change, whereas
    education implies completion, learning is
    ongoing.

34
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 equally with the
    pursuit of knowledge
  • Learning is a partnership between students,
    parents, teachers, employers 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 learning opportunities
  • Learning is seen as creative, rewarding and
    enjoyable
  • Learning is outward-looking, mind-opening and
    promotes tolerance, respect, and understanding of
    other cultures, creeds, races and traditions
  • Learning is frequently celebrates individually,
    in families, in the community and in the wider
    world.

35
Challenges of Life-long Learning
  • Time Management
  • Too many temptations
  • Self disciplines
  • Insufficient working experience
  • Financial constraints
  • Peer group pressure

36
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

37
Professionalism vs Academy
  • It has been argued that academics in higher
    education need both educational expertise and
    subject expertise if they are to be regarded as
    TRUE professionals
  • Another argument stated that Professional
    autonomy is premised on relationship of trust
    built on mutual respect between client / sponsors
    and professionals and belief in the value of
    professional services

38
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

39
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
    HK10,000, 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 HK10,000 per applicant
    not being exceeded .

40
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.

41
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
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