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Professional practice assignment

HND in Computing (ESOFT Metro Campus)

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Higher Nationals
Internal verification of assessment decisions – BTEC (RQF)
INTERNAL VERIFICATION – ASSESSMENT DECISIONS
Programme title BTEC Higher National Diploma in Computing

Assessor Internal Verifier

Unit 03: Professional Practice
Unit(s)
Work Related Learning Report: Design and Deliver a Training
Assignment title Programme
M. I. AFKER AHMED
Student’s name
List which assessment Pass Merit Distinction
criteria the Assessor has
awarded.
INTERNAL VERIFIER CHECKLIST
Do the assessment criteria awarded
match those shown in the
assignment brief? Y/N

Is the Pass/Merit/Distinction
grade awarded justified by the
Y/N
assessor’s
comments on the student work?
Has the work been assessed
accurately? Y/N
Is the feedback to the student:
Give details:

• Constructive?
Y/N
• Linked to relevant
assessment criteria? Y/N

• Identifying opportunities for

improved performance?
Y/N
• Agreeing actions? Y/N
Does the assessment decision need
amending? Y/N

Assessor signature Date

Internal Verifier signature Date

Programme Leader signature (if
required) Date

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Confirm action completed

Remedial action taken

Give details:

Assessor signature Date

Internal Verifier
signature Date

Programme Leader signature

(if required) Date

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Higher Nationals - Summative Assignment Feedback Form

Student Name/ID M. I. AFKER AHMED
Unit 03: Professional Practice
Unit Title
Assignment Number 1 Assessor
10/09/2021 Date
Submission Date Received 1st
submission
Date Received 2nd
Re-submission Date submission
Assessor Feedback:
LO1 Demonstrate a range of interpersonal and transferable communication skills to a target
audience Pass, Merit & Distinction P1 P2 M1 D1
Descripts

LO2 Apply critical reasoning and thinking to a range of problem-solving scenarios

Pass, Merit & Distinction P3 P4 M2 M3 D2
Descripts

LO3 Discuss the importance and dynamics of working within a team and the impact of team working
in different environments
Pass, Merit & Distinction P5 P6 M4 D3
Descripts

LO4 Examine the need for Continuing Professional Development (CPD) and its role within the
workplace and for higher level learning
Pass, Merit & Distinction P7 P8 M5 D4
Descripts

Grade: Assessor Signature: Date:

Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

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Assignment Feedback
Formative Feedback: Assessor to Student

Action Plan

Summative feedback

Feedback: Student to Assessor

Assessor signature Date

Student signature Date

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Afker Ahmed
Jun/Jul Sunday Batch (2021)
(00079354)

Pearson Higher Nationals in

Computing

Unit 3: Professional Practice

Assignment 01

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Student Declaration

I hereby, declare that I know what plagiarism entails, namely to use another’s work and to
present it as my own without attributing the sources in the correct form. I further understand
what it means to copy another’s work.

1. I know that plagiarism is a punishable offence because it constitutes theft.

2. I understand the plagiarism and copying policy of Edexcel UK.
3. I know what the consequences will be if I plagiarise or copy another’s work in any of the
assignments for this program.
4. I declare therefore that all work presented by me for every aspect of my program, will
be my own, and where I have made use of another’s work, I will attribute the source in
the correct way.
5. I acknowledge that the attachment of this document signed or not, constitutes a binding
agreement between myself and Pearson, UK.
6. I understand that my assignment will not be considered as submitted if this document is
not attached to the assignment.

[email protected] 10/09/2021
Student’s Signature: Date:
(Provide E-mail ID) (Provide Submission Date)

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Assignment Brief
Student Name /ID Number M.I. AFKER AHMED
Unit Number and Title Unit 3: Professional Practice
Academic Year 2021/22
Unit Tutor
Assignment Title Work Related Learning Report: Design and Deliver a
Training Programme
Issue Date
Submission Date
IV Name & Date

Submission format

The submission should be in the form of an individual report written in a concise, formal business style
using single spacing (refer to the assignment guidelines for more details). You are required to make use of
headings, paragraphs and subsections as appropriate, and all work must be supported with research and
referenced using Harvard referencing system. Please provide in-text citation and a list of references using
Harvard referencing system. Please note that this is an activity-based assessment and your report should
include evidences to the activities carried out individually and/or in a group.

To carry out the activities given on the brief, you are required to form groups, comprising maximum of 6
members.

Grading Criteria Achieved Feedback

LO1 Demonstrate a range of
interpersonal and transferable

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communication skills to a target

audience.
P1 Demonstrate, using different
communication styles and formats, that
you can effectively design and deliver a
training event for a given target
audience.
P2 Demonstrate that you have used
effective time management skills in
planning an event.
M1 Design a professional schedule to
support the planning of an event, to
include contingencies and justifications
of time allocated.
D1 Evaluate the effectiveness and
application of interpersonal skills during
the design and delivery of a training
event.

LO2 Apply critical reasoning and

thinking to a range of problem-solving
scenarios.
P3 Demonstrate the use of different
problem-solving techniques in the design
and delivery of an event.
P4 Demonstrate that critical reasoning
has been applied to a given solution.
M2 Research the use of different
problem-solving techniques used in the
design and delivery of an event.
M3 Justify the use and application of a
range of solution methodologies.
D2 Critique the process of applying
critical reasoning to a given task/activity
or event.
LO3 Discuss the importance and
dynamics of working within a team and
the impact of team working in different
environments.
P5 Discuss the importance of team
dynamics in the success and/or failure of

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group work.
P6 Work within a team to achieve a
defined goal.
M4 Analyse team dynamics, in terms of
the roles group members play in a team
and the effectiveness in terms of
achieving shared goals.
D3 Provide a critical evaluation of your
own role and contribution to a group
scenario.
LO4 Examine the need for Continuing
Professional Development (CPD) and its
role within the workplace and for
higher-level learning.
P7 Discuss the importance of CPD and its
contribution to own learning.
P8 Produce a development plan that
outlines responsibilities, performance
objectives and required skills, knowledge
and learning for own future goals.
M5 Compare and contrast different
motivational theories and the impact
they can have on performance within
the workplace.
D4 Evaluate a range of evidence criteria
that is used as a measure for effective
CPD.

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Acknowledgement
First of all I would like to thank Miss Eranga De Silva, Our professional Practice Lecturer
for guiding us through this project and the lessons. Beside I would like to thank my group
members for making this event more successful. And also I finally thank ESOFT Metro
Campus for this valuable opportunity.

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Table of Contents
Assignment Brief............................................................................................................................1
Acknowledgement..........................................................................................................................4
1. LO1 Demonstrate how you are planning to effectively deliver the training event by designing a
professional project plan with following details............................................................................10
I. Roles appointed to group members and an evaluation of interpersonal skills of each
member that justifies the assigned role in the team...................................................................10
II. Goals and Objectives of the Project...................................................................................21
III. Evidences to the meetings conducted with the client and the team members and the
findings/ outcomes of the meetings...........................................................................................24
IV. Challenges/ problems identified and the plan to overcome them...................................28
V. A project schedule with the activities, milestones and contingencies identified................30
2. LO2 Apply critical reasoning and thinking to a range of problem-solving scenarios................32
3. LO3 Discuss the importance and dynamics of working within a team and the impact of team
working in different environments................................................................................................37
I. Critical evaluation of my own role and contribution to the group for the completion of the
training event............................................................................................................................37
II. Importance of having dynamic team members in a group to meet its goals by referring to
the role assigned to the group members and analyse how team dynamics among your group
members effectively helped to achieve the shared project goal.................................................38
4. LO4 Examine the need for Continuing Professional Development (CPD) and its role within the
workplace and for higher-level learning........................................................................................41
I. Importance of continuous professional development (CPD) in a work setting and its
contribution to own learning.....................................................................................................41
a) Importance of CPD to employees..................................................................................42
b) Importance of CPD to employers..................................................................................42
c) Contribution of CPD for my personal learning...............................................................42
II. An evaluation on the range of CPD criteria that can be used to measure the effectiveness
of your employees in your organization....................................................................................43
III. Continuous Development Plan for the group members.................................................45
IV. PDP (Professional Development Plan) and Skill Audit.................................................47
Conclusion....................................................................................................................................52
Executive Summery......................................................................................................................52
References.....................................................................................................................................53

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Table of Figures
Figure 1 Belbin’s Roles..................................................................................................................11
Figure 2 SMART GOALS.................................................................................................................21
Figure 3 WhatsApp Chat 1(EVIDENCE)..........................................................................................23
Figure 4 WhatsApp Chat 2 (EVIDENCE).........................................................................................24
Figure 5 WhatsApp Chat 3 (EVIDENCE).........................................................................................24
Figure 6 WhatsApp Chat 4 (EVIDENCE).........................................................................................25
Figure 7 ZOOM Meeting 1 (EVIDENCE)..........................................................................................25
Figure 8 Challenges and Problems................................................................................................26
Figure 9 GANTT CHART SCHEDULE................................................................................................29
Figure 10 GANTT CHART................................................................................................................29
Figure 11 Presenting Agenda........................................................................................................30
Figure 12 The 5 Whys...................................................................................................................33
Figure 13 SWOT Analysis...............................................................................................................34
Figure 14 Team Dynamics.............................................................................................................37
Figure 15 CPD CYCYLE...................................................................................................................40
Figure 16 Checklist........................................................................................................................43

List of Tables
Table 1 Assigned Roles..................................................................................................................13
Table 2 Contingency Backup Plan..................................................................................................28
Table 3 SWOT Analysis.................................................................................................................33
Table 4 Continuous Development plan.........................................................................................42
Table 5 Professional Development Plan........................................................................................44
Table 6 Difference Between Maslow’s and Hertzberg’s Theory....................................................45
Table 7 Difference Between McGregor’s theory X and Y..............................................................46

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1. LO1 Demonstrate how you are planning to effectively deliver the training
event by designing a professional project plan with following details

Arraigning a successful training event for Professional Practice. The groups were divided
into 15 members for each team. After that we set to start planning the event. When
planning the event we identified different interpersonal skills of each members. Then we
discussed the topic to conduct the training event which is “G – Suit Application” by
Google. By the current situation of the country we had to conduct the training event as an
online workshop.

MY GROUP MEMBERS

Afker (Author), Manuja, Dinuja, Udantha, Tharaka, Salitha, Danushi, Samantha, Areeb,
Shauna, Kavishka, Chamela, Osanda, Nishan, Chamith

I. Roles appointed to group members and an evaluation of interpersonal skills

of each member that justifies the assigned role in the team.
What are Interpersonal Skills?

Interpersonal skills are the social skills we use in our day to day life when
communicate and interact with the people both individual and groups.

Interpersonal Skills;

 Communication Skills
➢ Verbal Communication Skills
➢ Non Verbal Communication Skills (Body Language)
➢ Listening Skills
 Empathy
 Conflict Management
 Team Work
 Leadership
 Negotiation

Interpersonal skills are necessary for communicating and working with groups and
individuals in both your personal and professional lives. People with strong
interpersonal skills are more likely to form positive relationships and collaborate
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effectively with others. They have a good understanding of family, friends,

coworkers, and clients. People frequently enjoy working with coworkers who have
strong interpersonal skills.

Some Important Interpersonal Skills at Work

 Active Listening - When someone speaks, active listening is the ability to give
full attention to them and genuinely understand what they are saying. You're
paying attention to the speaker and expressing it through vocal and nonverbal
responses (Facial Expressions, Gestures). Finally ask some questions to keep
asking questions to show you are interested in it. It reduces misunderstanding and
it make you to understand the coworkers and others.
 Conflict Resolution – when someone at workplace met with an issues or
disagreement in this type of situation you can your interpersonal communication
to solve the argument. Negotiation, persuasion, and understanding both sides of
an argument may be required. Listen carefully to everyone involved and try to
come up with a solution that benefits everyone. This skill makes your working
environment more positive and healthy
 Verbal Communication – This is a most important skill you must consider
when you are communicating with coworkers or Mangers at the workplace.
When communicating with others you must speak clearly and appropriately by
considering the situation. For example in meetings speak formally. When
explaining something avoid complex words.
 Teamwork - Employee groups that can communicate and collaborate effectively
have a better chance of success and achieving common goals. Being a team player
can assist you in avoiding conflict and increasing productivity. Offer to assist
your coworkers when needed and solicit feedback and ideas from them. When
team members offer their thoughts or advice, listen carefully and respond
positively. When working on projects or attending meetings, be upbeat and
optimistic.

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Appointed Roles to Team Members

THE BELBIN’S TEAM ROLES

What is Belbin Team Roles?

They are divided into three main categories: thought-oriented, action-oriented, and
people-oriented roles, with each position having its own definition. You may be able to
operate more efficiently as a team if you know what each member's role

Figure 1 Belbin’s Roles

Thought Oriented Roles:

Plant - When it comes to coming up with new ideas and ways, the Plant is the
creative innovator. Gratitude is inspirational for them, but criticism is extremely difficult
for them to take. Plants are generally reserved and prefer to work alone. Because of the
novelty of their concepts, they might be deemed unrealistic at times. They may also be
bad communicators and have a tendency to disregard limitations and constraints that have
been set for them.

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Specialist - Specialists are persons who have specialized knowledge that is

required to complete a task. They are proud of their talents and abilities, and they work
hard to keep their professional standing. Their role in the team is to be an expert in the
field, and they devote themselves completely to it.

Monitor Evaluator - Monitor-Evaluators specialize at analyzing and evaluating

ideas generated by others (typically Plants). These individuals are smart and objective,
thoroughly considering the advantages and disadvantages of all available choices before
making a decision.

Monitor-Evaluators are critical thinkers with a strategic perspective. They are frequently
viewed as cold or emotionless. They can sometimes be poor motivators who react to
events rather than initiating them.

Action Oriented Role:

Sharper - Shapers are those who push the team to be better. They are dynamic
and typically outgoing individuals who love exciting others, challenging norms, and
determining the best ways to issue solution. The Shaper changes things up to ensure that
all options are examined and that the team does not get bored.

Shapers frequently perceive barriers as interesting challenges, and they have the guts to
persevere when others might give up.

Their possible weaknesses include being argumentative and perhaps offending people's
sentiments.

Completer Finisher - Completer-Finishers are those who ensure that tasks are
finished completely. They verify that no errors or mistakes have occurred and pay close
attention to the smallest of details. They are highly concerned with deadlines and will put
pressure on the team to ensure that the task is finished on time. They are regarded as
perfectionists who are diligent, organized, and nervous.

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A Completer-Finisher, on the other hand, may worry unnecessarily and find it difficult to
delegate.

Implementer - Implementers are the individuals who see something through to

completion. They translate the team's ideas and thoughts into actionable steps and
strategies. They are usually conservative, disciplined individuals that operate consistently
and effectively and are extremely well organized. These are the individuals you can rely
on to do the task.

On the negative side, implementers can be inflexible and resistant to change.

People Oriented Roles:

Coordinator - Coordinators, sometimes known as supervisors, are the people who

take on the usual team-leader position. They direct the team toward the goals that they
believe to be the most important. They are generally great listeners who are able to
appreciate the value that each team member brings to the table. They are calm and good-
natured, and they allocate duties extremely well.

Team Worker - Team workers are responsible for providing assistance and
ensuring that the members of the team are able to collaborate successfully. These team
members play the role of negotiators, and they are adaptable, diplomatic, and well-versed
in the situation. These people are usually well-liked and talented on their own, but they
put the well-being of the team ahead of their personal interests.

Indecisiveness and holding uncommitted views throughout debates and decision-making

may be their weaknesses.

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Resource Investigator - Resource investigators are creative and observant. They

look into the possibilities, make connections, and bargain for resources on behalf of the
group. They are dedicated team members that identify and collaborate with external
stakeholders in order to assist the team in achieving its goal. They have a tendency to be
talkative and energetic, which makes it easier for them to get their thoughts forward.

On the other hand, they can get dissatisfied easily and are frequently too hopeful.

(Belbin.com)(2021)

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The all 15 members of the group has their own role and some members assigned to
multiple roles

Table 1 Assigned Roles

Numbe Name of Roles Appointed Interpersonal Skills

r the Group
Member
1 Udantha Leader, Completer Finisher, Presenter Leadership, Active
(Leader)  Because the previous head of Listener,
this team departed ESoft, he Communicator,
was promoted to take his place. Teamwork
In other words, he assumes full
responsibility for the group and
helps us get to where we want
to go. He treats the members of
the team with respect and is
open to talks with them.
2 Shayan Team Worker, Implementer Leadership, Active
(Former  As soon as the group was Listener, Teamwork,
Leader) formed, he stepped forward as Communicator
the first leader. He assembled
a team of the whole group and
spoke with each and every one
of its members to establish a
meeting schedule by listening
to what others had to say. His
ability to listen makes him an
excellent leader, yet he
departed ESoft for reasons that
have impacted his character.
3 Manuja Team Worker Teamwork
 Because he completed his tasks
on time, he proved to be an
effective member of the team.

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However, he was unable to

interact with his teammates.
4 Dinuja Coordinator Teamwork,
 As a coordinator, he was Communicator
responsible for the finer
aspects of the training program
that would help this event
succeed, as well as for
supervising and assisting
participants with the
responsibilities assigned to
them.
5 Tharaka Resource Investigator, Specialist Teamwork, Active
 He can do a lot of research on Lister,
our area and come up with Communicator
some great ideas and resources
to share with the team.
6 Salitha Team Worker, Specialist, Teamwork, Active
Slide Operator Listener,
 He has a strong ability to Communicator
freely communicate with the
other members of the group
and convey all of his own ideas
and views to help this training
program succeed. He agreed to
participate in the slide design
process by Google Slides.
7 Danushi Team Worker, Presenter Teamwork, Active
 Despite her initial reluctance to Listener
connect with the group
members, she warmed up and
was selected as presenter,
which was a major step for her
in breaking the ice with the
team. She's an excellent team

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worker.
8 Samantha Team Worker, Plant Teamwork
 Like everyone else, he was
given a topic and was expected
to do well, but he failed to
communicate effectively with
the other members of the
group.
9 Areeb Team, Worker Teamwork
 In spite of his delay in joining
the group, he was willing and
able to assist the group in
whatever manner to ensure the
training program's success.
10 Shauna Team Worker Teamwork,
 To me, he's a great team Communicator
worker who has a great attitude
toward the team. He assisted
the other members of the team
in making the event a success.
11 Kavishka Coordinator, Resource Teamwork, Active
Investigator, Presenter Listener,
 He's a great English Communicator
communicator, and he
completed the work assigned to
him quickly. He offered
assistance to the other
members of the team and also
assigned as one of the
presenters.
12 Chamela Presenter, Team Worker, Coordinator Teamwork,
 She has excellent listening and Communicator
communication skills, and she
offered to be one of the
presenters, making her an

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excellent coordinator and team

worker.
13 Osanda Team Worker Active Listener,
 He's an excellent listener, in Communicator,
my opinion, despite his Listener, Teamwork
communication difficulties.
However, on the plus side,
he was effective in his role.
14 Nishan Team Worker Teamwork, Active
 He did an excellent job on the Listener, Conflict
topic he was given, plus he's an Management
excellent communicator and
listener, so he'll be able to help
the group handle any problems
that arise.
15 Chamith Team Worker Teamwork
 He didn't communicate
effectively at meetings, in my
opinion, but he tried his best to
assist the team from his side.
16 Afker Team Worker Teamwork, Active
(Author)  I'm not as good at Listener,
communicating orally with my
group members as some of the
others, but I had the confidence
to pick a given topic and
complete the presentation
slides on my own. However, I
couldn't do my best to assist
the other members.

We would not be able to fulfill our goals and objectives without these
15 members and their unique interpersonal talents. Finally, without interpersonal skills,
we will be unable to carry out this training program properly. I was able to see
numerous interpersonal skills such as teamwork, leadership, and communication,
among others.
This demonstrates the significance of interpersonal skills.

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II. Goals and Objectives of the Project

The main goal of this training program is to share a greater understanding about G – Suit
Applications by Google. We wanted to give a full knowledge about the G Suit
Applications Such as G-Mail, G-Drive, G-Sites, G-Sheets, G-Docs, G-Slides, G-Forms,
Calendar, Hangout, etc. By the current situation of the country the audience
(Students/Teachers) will get a use from these applications to make their day to day work
easy and safe. And it’s the purpose of this training event. To achieve this goal we had to
complete few objectives.

The Objectives

✓ Creating a Group (Done by the lecturer)

✓ Creating a WhatsApp group and recruiting the members to it
✓ Conducting online meeting and distributing topics and roles for the members
✓ Researching about the topics and making the presentation slides on time
✓ Conducting a rehearsal session
✓ Successfully conducting the training program

THE SMART GOALS

What are “Smart Goals”?

Goals are essential in all aspects of business and life because they give us a path to
motivate and accomplish a specific task. By setting goals in your life, you give yourself a
target to move forward and achieve the goal.

A SMART goal is used to guide the setting the objectives to your goal. SMART is
an acronym that stands for Specific, Measurable, Achievable, Realistic and Time Bound.
All these will help you to focus and achieve your goal.

It was much easier to set our goals and objectives when we used the SMART
method. As a result, we were successful in our goals and objectives.

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Figure 2 SMART GOALS

❖ S – Specific

Specific goals have a much better chance of being achieved.

The main goal of this training program is to share a greater understanding about G – Suit
Applications by Google.

❖ M – Measurable

A SMART objective must include criteria for evaluating progress toward the goal's
accomplishment. It is impossible to measure your progress and decide if you are on the
right path to reaching your goal without a clear set of criteria.

Since the deadline was one and a half months away, the goal was measurable. And we
were sure it can be accomplished

❖ A – Attainable

A SMART goal must be realistic and achievable

The goal we set for ourselves is attainable with the materials we created. There is nothing
impossible to achieve in it

❖ R – Relevant

The SMART goal must be to ensure that your goal is relevant to the specific task

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The goal we set is very relevant to the training program because it’s a major part of a
training program for an employee working in an IT company. This could be more helpful
to them.

❖ Time – Bound

A SMART goal must be time-bound, with a start and end date.

The goal of us has a dead line to finish and present it to an audience. (which was 1 and
half month)

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III. Evidences to the meetings conducted with the client and the team members
and the findings/ outcomes of the meetings.

Due to the current Covid – 19 situation in the country we had to do all the planning’s,
discussions through Zoom, WhatsApp Group. And we had to conduct the training
program through Microsoft Teams.

Evidences:

Figure 3 WhatsApp Chat 1(EVIDENCE)

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Figure 4 WhatsApp Chat 2 (EVIDENCE)

Figure 5 WhatsApp Chat 3 (EVIDENCE)

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Figure 6 WhatsApp Chat 4 (EVIDENCE)

Figure 7 ZOOM Meeting 1 (EVIDENCE)

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IV. Challenges/ problems identified and the plan to overcome them

Figure 8 Challenges and Problems

When it comes to working as a team we had to face lots of problems and challenges.
And this how we face those problems and challenges and how we managed to solve
them.

 Cannot meet group members in person due to the pandemic situation of the
country

There was a curfew implemented all over the country because of the
spread of Covid –19, and we didn't have an opportunity to meet up
physically. We had to come up with alternative solutions. Therefore
we used online communication services such as WhatsApp, Microsoft
Teams, and Zoom for group meetings and discussions.

 The members of the group did not make up to the meeting.

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Some of the group members had jobs and were unable to attend the
meeting because of their work schedules. Because of this, we had to
schedule a time for a group meeting. Because of this, we polled the entire
group through WhatsApp and decided to meet after dinner, when
everyone is more rested.

 Choosing a topic and assigning sub topics to the group members

For selecting a topic for the training program to be conducted on. Since
we are studying our Higher Nationals in Computing, we had to choose a
topic that fell within the category of information technology (IT). All the
members of the group were really creative and came up with some great
ideas for the theme, which we then debated and came to a decision on:
'G - Suit Applications.'

This was followed by dividing the main topics into sub-topics so that each
group members could be assigned to a certain topic. When the subtopics
are listed, each group member selects a topic, and some members select
multiple topics in order to complete the program material within the
deadline set by the leader.

 Selecting presenters to lead the training session

A few members had difficulty speaking effectively when it came time to

pick the presenter. This means they understand but cannot describe it in
detail. Only a handful of the team's members agreed to accept as
presenters during the training program.

 Assigning roles to group members.

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Members were first concerned as to which role they should select from
the list of possible roles. Belbin's Theory is the best answer to this
situation.

We allowed group members to select their own roles based on the ideas
presented in the lecture.

These are some of the major issues we have to deal with when creating this training
course. In addition, everyone in this group has contributed everything their side in order
to make this program a great success.

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V. A project schedule with the activities, milestones and contingencies

identified.

A project schedule outlines what needs to be done, what resources should be used, and
when the project should be completed. On the timetable are the start and end dates as
well as milestones needed to accomplish the project on schedule.

Figure 9 GANTT CHART SCHEDULE

Figure 10 GANTT CHART

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Table 2 Contingency Backup Plan

Activities Time Taken Status Contingencies /

Backups
Gathering the 7 days Completed
team, finalizing
a Topic and
Assigning
Roles
Researching, 22 Days Completed Research was done by
Preparing the topic respective holder
Slides, but the organization
Organizing was done by Salitha
Slide and Udantha
Completion of 8 Days Completed Done by the leader and
the Project coordinators
Presenting 0 Days There are 5 backup
presenters

Because the training program is done online, there may be a power outage,
connection difficulties, or other challenges. The following table is a backup plan that is
utilized as a safety measure.

Figure 11 Presenting Agenda

This is the agenda that will be utilized on the training program's day. This
displays the name of the presenter as well as the period of time allocated to each topic.

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2. LO2 Apply critical reasoning and thinking to a range of problem-

solving scenarios.

A problem or condition that is seen to be negative or detrimental and must be solved

or overcome. When you operate as a team, you are more likely to experience issues.
Fortunately, there are several problem-solving strategies available to help us quickly
solve complicated issues.

This is how we solved our major problems by utilizing various problem-solving

techniques and methodologies.

 Dividing the main topic into sub topics

The topic we selected was “G – Suit Applications,” which was
established by Google. We had to divide our major topic into smaller
sections in order to prepare a presentation for our training program. This
was the difficulty we had because we had a smaller concept about that
topic, and Group Brainstorming was the best approach we came up with
to overcome it.

Group Brainstorming: Brainstorming is a group problem-solving

technique that entails the free presentation of innovative ideas and
solutions. This things are made a lengthy, open conversation in which each
member of the group is encouraged to think openly and propose as many
ideas as possible based on their different knowledge. Some of these ideas
may be developed into unique, unique solutions to problems, while others
might bring new things.

We execute the Group Brainstorming session online since we cannot have

it in person because to the Covid 19 pandemic condition. We submitted
the topic to the group members for study and suggestions, and we received
numerous concepts regarding this issue from the group members, making
it easier to select sub-topics from the supplied concepts. This method
helped pave the way for us to resolve our problem.

A group of 40 employees had been brainstorming for 5 days to create

the new Coca-Cola marketing manifesto. They were divided into several
groups and each team was responsible for its field of marketing.

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The process was led by Jonathan Mildenhall, Coca-Cola Vice President,

Global Advertising Strategy and Creative. For 5 days, his task was to
develop the theses for each group and ask as many questions as possible.
The next step was one sleepless night of writing the text and structure of
the manifesto. (Coca Cola)

 The members of the group did not make up to the meeting.

Because the group talks and gatherings are held on an internet platform,
there were a number of issues that arose during the session, such as power
outages, network issues, and so on, which reduced the presence of the
group members to the meeting and caused a slew of problems. So we had
to discover the ideal answer for this, and we employed the root cause
analysis approach to do so.

Root Cause Analysis: Root cause analysis (RCA) is a problem-solving

technique that identifies the underlying causes of errors or issues. The
RCA method's major aim is to evaluate issues in order to determine what
happened and how it happened, as well as to develop measures to prevent
recurrence.

The underlying cause of our difficulty was not having other option to join
the meeting, and the answer is to keep the devices charged when you
receive a power outage warning, and to have some mobile data reserved to
attend the meeting when your Wi-Fi is producing problems. This approach
is utilized to determine the root source of our problem, after which we can
simply devise several remedies.

When the Samsung Galaxy Note 7 was introduced, there was a problem:
the phone caught fire. After doing a root cause analysis, they discovered

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that the battery's design resulted in an internal short circuit. They

discovered the underlying source of the problem using this technique, and
then came up with a variety of solutions before finally settling on the best
one. (Samsung, 2017)

 Assigning roles to group members

To function effectively as a team, the members of any group must each

perform a defined role. Members were first anxious about the part they
should play and which was best for them. We had to assign the appropriate
position to each member so that they could operate more efficiently. The 5
Whys approach was utilized as a solution.

The 5 Whys: The 5 whys technique is an attempt to analyse technique

used to investigate the cause-and-effect connections underlying a specific
situation. The technique's primary objective is to discover the root cause
of a problem by repeatedly asking the question "Why?", this method is
comparable to root cause analysis.

As the first phase of this approach, I questioned my group member why

this problem exists, and then the process of breaking down the problem
begins, which leads to the root of this problem. When I got the response to
the first why, I had to ask another four whys, each with a different answer.
Finally, we discovered the source of the difficulty, which was determining
each member's interpersonal skills. When we've identified those skills,
we'll be able to allocate them to specific role. This approach broke down
the problem into smaller pieces, allowing us to identify the source of the
problem..

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Figure 12 The 5 Whys

Sakichi Toyoda invented the technique, which was used by Toyota Motor
Corporation during the growth of their production techniques. When an
issue occurs in production, they utilize the 5 Whys technique, which
involves asking 5 why questions to determine the underlying cause of the
problem, and they continue to use this strategy.

SWOT ANALYSIS

What is SWOT analysis?

A SWOT analysis is a strategy for determining and defining your SWOT

(Strengths, Weaknesses, Opportunities, and Threats). SWOT analysis may be used to
assess the overall sustainability of a firm or organization, as well as specific initiatives
inside a single department. SWOT analyses are most commonly used at the
organizational level to determine how closely a business is aligned with its growth
trajectories and success benchmarks, but they can also be used to determine how well a
specific project, such as an online advertising campaign, is performing in comparison to
initial projections.

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Figure 13 SWOT Analysis

Table 3 SWOT Analysis

STRENGTHS WEAKNESS
❖ Knowledge On G–Suit Application ❖ First Leader Leaving Esoft
❖ Supportive Group Members ❖ Weak attendance to the Meetings
❖ Creative thinking
❖ Problem solving
OPPOTUNITIES THREATS
❖ Got an experience in how to ❖ Covid – 19 Pandemic
conduct a training event ❖ Online Presentation
❖ Improvement on interpersonal
skills
❖ Making presentation for a training
event

We were able to overcome a major problem at this event by utilizing problem-solving

techniques such as Group Brainstorming, Root Cause Analysis, and The 5 Whys. By

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using this method we can overcome any type of problematic situation by following
simple steps

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3. LO3 Discuss the importance and dynamics of working within a team and
the impact of team working in different environments.

I. Critical evaluation of my own role and contribution to the group for the
completion of the training event.

I, Afker Ahmed (Author), had a shared role in the group. My task was to provide a
presentation on one of the G – Suit applications, "Google Drive." And my group's leader
placed a lot of trust in me because I was studying and producing the presentation on my
own.

It was difficult to prepare a presentation for a training event that I had never done
before. The presentation should be professional and easily understood by the audience.
I had to do a lot of research and was able to discover a list of subjects that I should
utilize in the presentation, but it was a difficult challenge to select the most relevant one
that the audience could understand. And I am confident that I made the finest
contribution to the training event by volunteering to help produce the slides with
another group member who had to make the slides for the training session. Even though
I couldn't interact vocally, I kept the WhatsApp group alive by periodically talking to the
group members and inquiring about their progress on their assigned task.

Even though I gave my all, there are certain areas where I need to develop my abilities,
which may have helped me do better. For example, I could have spoken with my group
members orally and provided some ideas to the training program, or I could have made
the presentation live by utilizing GIFs rather than photos to help the audience
comprehend. In addition, I lack the capacity to think imaginatively, and I must be
strategic. Overall, I need to work on my interpersonal skills so that I may be even more
successful in the future.

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II. Importance of having dynamic team members in a group to meet its goals
by referring to the role assigned to the group members and analyse how
team dynamics among your group members effectively helped to achieve
the shared project goal.

What is Team Dynamics?

Team dynamics refers to the connections, interactions, communication, and

collaboration among members of a group. If the team's dynamics are good, its members
will be able to collaborate more effectively, generate better, more original ideas, and
have a higher probability of accomplishing their specific common goal.

Figure 14 Team Dynamics

Positive team dynamics may provide several benefits to your business, not the least of
which is that they are the most certain means of maximizing the full potential of your
workers' abilities and expertise.

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Advantages of Team Dynamics

 Improved Results - A team that is working to its maximum capacity will

automatically produce greater outcomes. They are more focused, have clearer
goals, and work better together.

 Greater Collaboration - When teams operate in a more casual and friendly

environment, they can achieve higher levels of cooperation and collaboration.

 Faster Decision Making - Team members are more inclined to listen to one
another and so make decisions more quickly.

 Greater Commitment - Individual group members have a higher sense of worth.

Workers will be more committed and loyal as a result.

Strategies to Improve Team Dynamics

 Feedbacks - When you notice improper behavior, respond immediately to correct

it through feedback.

 Roles and Responsibilities - When you create a team structure that defines the
group's goal and individual duties, you may obtain a clear direction that will help
you manage team dynamics.

 Break Down Barriers - Team building exercises may be used to increase unity
and enhance connections between the group members.

 Communication - Keep everyone informed, and when changes are made, spread
the word as soon as possible.

 Trust – By being more pleasant and flexible with group members, trust can be
built, resulting in a strong relationship between the members of the group.

Team dynamics in an organization or a workplace are essential because they influence

creativity, productivity, and effectiveness. Because group work is so important in
organizations, changing group dynamics may lead to better work results, more customer
satisfaction. Without a good team dynamics the organization or workplace may become a
failure.

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In this situation, our group had a positive team chemistry, which allowed us to work well
together. Because we had the same goal and objective, we shared it with our group
members, which ultimately led in an effective result because now it is not only one person
working to achieve the goal and objective, but a group with a variety of creative people
who have different ideas toward the objective, which was made easier by the positive
team dynamic among us. We would have failed if we had had negative team dynamics.

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4. LO4 Examine the need for Continuing Professional Development (CPD)

and its role within the workplace and for higher-level learning.
I. Importance of continuous professional development (CPD) in a work
setting and its contribution to own learning
The concept continuing professional development (acronym CPD) refers to the types of
learning activities that professionals engage in in order to further enhance their skills and
abilities. CPD helps learning to become aware and proactive, rather than passive and
reactive - this is facilitated by incorporating vocational and practical skills with academic
degrees. It is a major part of continuing to better oneself after completing formal
schooling.

As the world's businesses continue to grow, it becomes increasingly difficult to

overestimate the necessity of continuing professional development. CPD enables people
to develop and improve their existing abilities while eliminating any knowledge gaps,
providing a competitive advantage in situations when one is necessary - such as a job
interview. CPD can also help people stand out in the job market, as many candidates
competing for certain roles often have comparable core talents. (Bpp.com,2021)

Figure 15 CPD CYCYLE

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a) Importance of CPD to employees (DeltaNet,2019)

 Qualifications are kept up to date, allowing learners to develop relevant skills on

the job
 Fills knowledge gaps and enables people to adapt to a fast-paced world.
 Aids in increased workplace productivity and the capacity to learn and develop.
 Employees are able to exhibit their desire, aptitude, and readiness to learn new
abilities.
 Keeps people focused on the road to professional advancement, which leads to job
stability and success at work.

b) Importance of CPD to employers (DeltaNet,2019)

 Maintains excellent standards across the organization.

 Contributes to the growth and prosperity of an organization in a good way.
 Encourages a learning culture and fosters a positive working connection with
workers.
 Increases employee productivity and aids in the development of a more productive
and motivated workforce.
 Employee retention is improved because employees feel appreciated and loyal to
the firm.
 Allows employers to accept change and respond to changes in their sector.

c) Contribution of CPD for my personal learning

When it comes to CPD's impact on my own development, the first time we employed
it was to execute our training program. Because there were no specialists relating to
this issue and training events, it was a huge success to utilize CPD to execute the
training event.

Because the training event's theme was new to me and the group, it was novel and
will be beneficial when we work in a cooperative firm. It also encouraged me to
contribute to all of the group members, gain new skills and information required to
execute a training program, and comprehend what it means to be a professional. It
also gave me experience that I would be able to utilize in the future. I can enhance my
abilities and knowledge for a better future job by enrolling in CPD.

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II. An evaluation on the range of CPD criteria that can be used to measure the
effectiveness of your employees in your organization.
CPD evaluation is critical since it indicates which CPD technique will allow for
significant improvement in your workers' performance.

Evidence Criteria:

Production Data – This is the information that is often used in companies, and it
is handled with by specialists to complete the day-to-day job.

Personnel Data – This is information on an organization's workers. Biographical

information, academic credentials, and so forth.

Judgemental Data – The information is gathered using a numerical rating scale

and is completed by the supervisor of the employee being assessed.

Rating Methods:

Ranking - Ranking is a tool for performance evaluation in which a specified

proportion of employees are classified into various categories depending on how well
they perform in comparison to their colleagues.

Paired Comparison - Paired Comparison is a method of evaluating a limited

number of options by comparing them to one another. It is a simple and effective
method for evaluating and ranking options when the assessment criteria are highly
subjective.

Check List - Another simple way for evaluating an employee's performance is the
checklist method. The Manager creates a checklist and sends it to the assessor using this
approach. The checklist may comprise a series of questions (depicting an employee's
conduct and work performance), to which the assessor must respond with a simple 'YES'
or 'NO'.

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Figure 16 Checklist

Management by objectives - Can be characterized as a procedure in which each

subordinate, in cooperation with his superior, establishes performance goals and
objectives before the outset of the assessment period.

These techniques may be used to assess an employee's effectiveness in a company, and

the person's performance can be enhanced in order for him to meet his goals. The best
technique among these tactics is paired comparison since it allows employers to quickly
identify the most successful people in the group and allows them to focus on the low
performers and assist them improve their performance via ongoing professional
development. Despite the fact that the ranking method is the same, combined comparison
does not distinguish low-performing representatives in the same way that the ranking
method does, which has a negative impact on the representative.

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III. Continuous Development Plan for the group members

Our group's goal was to master the subject "G-SUIT APPLICATIONS" and provide it to
the public as a training program. Our ability to express it effectively improved as a result
of the CPD. It also had an impact on our ability to improve our interpersonal skills and
our ability to run a training program.
The tasks of our group members included completing research on the topic, designing
presentations, conducting practice sessions, and organizing online meetings, among other
things.
Table 4 Continuous Development plan.

Name Responsibility Weakness Recommended Start and End

Method Date
Afker (Author) Research and Communication Try to speak 07-10-2021 to
Prepare Slides and Ability to more with 07-12-2021
on the topic get along with other team
others members and
socialize with
them
Udantha Leading the Getting along Try socialize 07-10-2021 to
group and with the group more with the 07-11-2021
presenter members group members
Manuja Research and Interaction Speak freely 07-10-2021 to
provide between group and create a 07-11-2021
information members relationship
about the topic with them
Dinuja Assisting the Listening Practice to 07-10-2021 to
leader listen and 01-11-2021
answer when
communicating
Tharaka To find Communicating Practice to 07-10-2021 to
external in English speak English 07-12-2021
resources about by watching
the topic you-tube
videos and
replying to
them and also
speak in
English with
colleagues
Salitha Designing and Fear of Give your 07-10-2021 to
operating providing his ideas and 07-11-2021
slides ideas opinion openly
without a doubt
Danushi Presenting the Communication Speak up in the 07-10-2021 to
presentation and reserved to group meeting 07-12-2021
communicate and give your
opinion, create

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a bond with the

group members
Samantha Research and reserved to Try to speak 07-10-2021 to
provide communicate more with 07-12-2021
information and skill to other team
about the topic communicate in members,
English create a bond
with the group
members, read
and listen to
English books
and videos,
speak in
English with
colleagues
Areeb Help the group Communication Try to give 07-10-2021 to
members to your ideas and 07-12-2021
who is indeed speak more
of help with with group
the topic members
Shauna Research and Reserved to Create a bond 07-10-2021 to
provide communicate with group 07-12-2021
information members and
about the topic speak openly
with them
Kavishka Assisting the Hesitation of Give your 07-10-2021 to
leader, providing his ideas and 07-11-2021
presenter and ideas and thoughts
provide new thoughts and openly without
ideas and reserved to a doubt and
information on communicate communicate
the topic more
Chamela Assisting the Communication Try to give 07-10-2021 to
leader and your ideas and 07-12-2021
presenter speak more
with group
members
Osanda Research and Fear of Give your 07-10-2021 to
provide providing his ideas and 07-11-2021
information ideas opinion openly
about the topic without a doubt
Nishan Research and Ability to open Try socialize 07-10-2021 to
provide talk with the more with the 07-11-2021
information group members group members
about the topic
Chamith Research and Communication Speak up in the 07-10-2021 to
provide and reserved to group meeting 07-12-2021
information communicate and give your
about the topic opinion, create
a bond with the

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group members

IV. PDP (Professional Development Plan) and Skill Audit

Table 5 Professional Development Plan

Professional Development Plan

Name Afker Ahmed
Current Level in HND in Computing
Education
Started In 2021
Ambition To become an software engineer
Goal 1 Complete HND in computing Target 2022
Goal 2 Join in software company to gain Target 2023
experience
Goal 3 Complete Top-Up Degree in one year Target 2024
Goal 4 Go abroad and join in a software company Target 2025
Skill Audit
Rank
Present 3 months 6 months
Fluent English C B A
speaking
Fear in C B A
Presenting(Stage
Fear)
Communication B A
Problem Solving B A
Use of Ms Products B A
Decision Making B A
Practice Web B A
Designing
Time Management C B A
Good at typing in B A
English
Develop the C# C B A
application
Logical Thinking C B A

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V. Compare and contrast different motivation theories

What is Motivation Theory?

Motivation theory is the process of what motivates an employee to work toward a
specific objective or achievement. It is vital in many aspects of society, but it is especially
important in business and management. This is due to the fact that a motivated employee
is more productive, and a productive employee is more advantageous. ( breathehr.com-
2021 )
Some of the popular motivation theories:
 Maslow’s hierarchy of needs
 Herzberg’s two factor theory
 McClelland’s theory of needs
 Vroom’s theory of expectancy
 McGregor’s theory X and Y

The difference between Maslow’s hierarchy of needs and Herzberg’s two

factor theory shown in the below table

Table 6 Difference Between Maslow’s and Hertzberg’s Theory

BASIS Maslow’s hierarchy Herzberg’s two

of needs factor theory
Order of Needs The arranging of needs in a There is no such
hierarchical order hierarchical system.
according to the need
The essence of the theory Unsatisfied needs motivate Delightful needs result
behavior, which leads to towards performance.
performance.
Motivator If a need is mostly Higher level needs are the
unsatisfied, it might serve only ones that operate as
as a motivator. motivators.
Applicability Takes a wider Takes a small
perspective of all perspective and handles
workers' motivating specialist
issues. employees' work-related
motivational issues.
Based On Needs and Satisfaction Achievement, recognition,
and growth are all factors
to consider to motivation
Nature of the theory It is descriptive It is prescriptive

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The similarities between Maslow’s hierarchy of needs and Herzberg’s two factor
theory
 All Maslow and Herzberg underlined the importance of employee motivation..

 Both theories influence employee psychology and acting

appropriately, resulting in increased employee motivation.

 Maslow's physiological, safety, and social requirements are comparable

to Herzberg's hygiene or maintenance factors.

 Maslow's theory's esteem and self-actualization needs are comparable to

Herzberg's motivating factors.

The main difference is that Maslow's theory is focused on individual needs and their
fulfillment. In contrast, Herzberg's theory is focused on employee recognition. According
to McClelland's theory of needs, every employee has one of three primary driving
motivators, such as the desire for accomplishment, affiliation, or power. There is also a
contrast between these three theories in that Maslow's Theory focuses on common human
requirements, but Herzberg's Theory and McClelland's Theory do not since they simply
rely on work content elements.
The differences between McGregor’s theory X and Y shown in the below table
Table 7 Difference Between McGregor’s theory X and Y

Basis McGregor’s theory X McGregor’s theory Y

Meaning It entails severe monitoring Employees are self-directed
over coworkers and self-motivated in order to
advance and improve.
Work / Responsibility Work is something Work is natural, and
they dislike, and they try to they accept responsibility.
avoid taking on
responsibility.
Leadership Their management style is Their management style is
autocratic democratic
Motivators They are motivated They are mostly motivated
Financially by non-financial rewards.
Focused On Psychological needs and Social needs, esteem needs
Security needs and self-actualization needs.
Ambition They aren't really ambitious. They are highly ambitious

Control Tight Lenient

Authority Centralized Decentralized

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Direction Constant direction is Little to no direction is

necessary. required.

Maslow's motivation theory, in my opinion, focuses on all elements of individual needs,

whereas other theories concentrate exclusively on work specific parts of demands and
fulfillment. This is a major benefit for nearly any firm since employees do not have to be
specialists to implement this approach. Maslow's hierarchy of needs covers all of an
individual's needs in a hierarchy that all humans act in a way that will address basic needs
before moving on to satisfy other, so-called higher level needs like esteem needs to self-
actualization needs, ensuring that every employee can be provided with a motivating
factor that can lead to achieving their goal. Everyone can comprehend this idea since we
all go through all of the stages in our lives that are represented in the hierarchical triangle.
It is critical for businesses to use appropriate motivational components to advance the
career advancement of representatives in their human asset sector, because it drives
employee performance, which may be a key figure in the continued advancement of the
undertaking, thus giving it a competitive advantage. Because representatives operate in an
unusual manner in the workplace, the company's strategy may be used to encourage them.
Motivational speaking is likely to create leaps in job contentment and therefore aids in the
advancement of their work execution. As a result, inspiration is one of the most difficult
and important aspects of mechanical and organizational psychology (Smither , 1997).
Making workers effectively take part in CPD when they are motivated will
bring huge benefits to the organization since they learn
or develop modern professional skills and knowledge, which makes a difference to move
forward the organization's productivity and viability, demonstrating that applications of
motivational theories are vital to the organization's victory.

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Conclusion
In conclusion the creator has secured all of the ranges which is vital for a victory of an
organization or a group to work on objective effectively and efficiently. by
this creator has picked up a lot of experience through organizing
a training event since this was the his to begin with time organizing it. In any case this
was a huge rise to his future career.
This report is critical for an inexperienced reader who is looking to begin his or her
profession. Working ethics, techniques, equipment, and, most importantly, interpersonal
skills will have a significant impact on the readers. However, the author has brilliantly
explained so many areas of professional practice that every reader may learn some
information and take a step toward becoming a future industry professional.

Executive Summery
The creator has displayed an investigation and assessment of the preparing event that he
and his group conducted in this task. This task will give the reader a great sense of the
interpersonal and professional abilities required to appropriately display for group work
and handle challenges that will rise all through this process. Besides, the reader will get a
more prominent information of the impact of amazing cooperation and the conclusion
results it gives, the significance of Continuous Professional Development, and the effect
of motivational theories. At long last, the reader will get the majority of the abilities
essential to development in his future work.

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