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COMP402 Professional competency and life-long training

COMP402 Professional competency and life-long training. Prepared By Joseph Leung (18th October 2003). AGENDA. Overview Introduction of CPD (Continuing Professional Development Demand for CPD Importance of CPD Individual’s Perspective Employer’s Perspective

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COMP402 Professional competency and life-long training

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  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 • Individual’s Perspective • Employer’s Perspective • Professional Association’s 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 • Characteristics of a Learning Society • Challenges of Life-long Learning • Life-long learning opportunities in Hong Kong • Professionalism vs Academy • Reference Sites in Hong Kong • Government Funding • Conclusion

  3. Overview • Lifelong learning and the valueof continuous professional development (CPD): • Individual’s perspective • Employer’s perspective • Professional Association’s 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. 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 Individual’s Perspective

  11. 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

  12. 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 ?

  13. 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 Individual)

  14. 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)

  15. 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 Professional Association)

  16. 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)

  17. 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 Costs (The Employer)

  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 association’s 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 (Cont’d) • Economic development of districts, regions and nations • Innovation • Competitiveness • Productivity • Knowledge Economy • Ecological integrity • Sustainability

  29. Three Dimensions of Lifelong Learning (Cont’d) • 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’

  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 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 .

  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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