Professional Development Toolkit

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BDPA Charlotte - Information Technology Thought Leaders

Tittle: Professional Development Toolkit Date: 4/5/2010 BY: National VP of Business Management/President Elect Monique Berry. This tool can be used to plan or map out steps/actions toward career development. This document will also be uploaded and available in the BDPA Portal. Thank you to Monique for providing this.

Technologie Business

PROFESSIONAL DEVELOPMENT TOOLKIT

Information technology professionals interested in exploring options for personal growth and
development on the job or between jobs may find the forms and consolidated list of resources
provided below very helpful.

PERSONAL CAREER DEVELOPMENT/EXPLORATION TOOLS

Forms:

• Individual Career Development Plan
• Manager’s Self Development Worksheet

Articles, White Papers and Websites:

• http://www.bitpipe.com/
• http://jobfunctions.bnet.com/Career/Professional+Development/
• http://it.toolbox.com/vendors/white-papers/
• http://whitepapers.zdnet.com/Professions+and+Industries/IT+Professionals/Career+De
velopment/
• http://www.techcareers.com/
• http://www.smartertechnology.com/c/a/Technology-For-Change/10-Information-
Technology-Projects-for-2010/
• http://www.techweb.com/home
• http://www.infoworld.com/d/developer-world/become-your-own-it-career-coach-832
• http://www.eseminarslive.com/

Conferences/Seminars/Self-Study Resources

https://map.bdpa.org/events/EV04EventDetail.aspx?eventID=1397
http://livecoachonline.com/
http://infosecindia.blogspot.com/2006/11/cissp-webcast-searchsecurity_27.html
http://www.cccure.org/modules.php?name=News&file=article&sid=609
http://whitepapers.zdnet.com/abstract.aspx?docid=378660

Networking with Other BDPA Members:

BDPA Social Networking:

• Facebook: www.facebook.com/group.php?gid=10080936173
• Facebook Career Center: www.facebook.com/pages/BDPA-Career-
Center/315327145754
• Linkedin: www.linkedin.com/groups?home=&gid=21066
• Groupsite: bdpa.groupsite.com

BDPA Chapters:

http://www.bdpa.org/local-chapters.php

Page 1 of 4

PROFESSIONAL DEVELOPMENT TOOLKIT

Note – conferences and seminars also provide excellent networking opportunities

Page 2 of 4

INDIVIDUAL CAREER DEVELOPMENT PLAN

Name: __________________________________________

Date completed: __________________________________

Instructions:

1. Develop long-term goal/career objective.

2. Identify short-term goals or positions which will lead to long-term goal.

3. Identify actions steps which will help to achieve short-term goals (include
education, training or projects, etc.).

4. Prioritize action steps as follows: A=vital B=important C=optional
Number steps in expected order of completion. (Example: A1, A2, A3, etc.)

5. Transfer action steps to monthly and daily task lists.

Long-term (5+ years) goal (career ultimately desired):

Short-term (1-5 years) goals (positions/degree programs):

Action Steps
(classes, seminars, projects, self-development, activities, etc.)

Priority Description Target Date

Page 3 of 4

MANAGER'S SELF DEVELOPMENT WORKSHEET

Prior experience (jobs, special projects, outside activities, etc.):

Education, Training & Affiliations:

Personal strengths ( interpersonal, technical, managerial, etc.):

List known areas for improvement ( financial, planning, etc.):
List developmental needs:

• Prioritize: A=vital B=important C=optional
• Assign number rank within each group: 1, 2, 3

Item Priority

Action Steps (training, coaching to develop listed areas):

Priority Description Target Date

Transfer action steps to monthly/daily tasks lists.

Page 4 of 4

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Table 5.1 Figure 5.2 Table 5.2 Figure 5.3 Table 5.3 Figure 5.4 Table 5.4 Table 5.5 Table 5.6 Table 5.7 Table 5.8 Table 5.9 Table 5.10 Figure 5.5 Figure 5.6 Table 5.11 In Module 2, you provided your recommendations based on information from the needs analysis that Fred Knott, the training consultant, performed at BINZ, Inc. Now it is time to revisit those training issues as you begin to develop a training session for EITHER the sales OR customer service department. Based on your recommendations for training from your last assignment, design a training plan for BINZ, Inc. Be sure to address overall training design as well as a preliminary lesson plan. Do not focus on specific training activities for this project, but do address: •Goals & learning objectives •Target audience(s) and number of participants •Length of training •Prerequisites (including any materials to be distributed before training) •Location and facility arrangements The tables on pp. 207-209 may be a useful guideline for this project, though you do not have to follow this specific format. Expect to take approximately 2-3 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on completeness, clarity, originality, interest, grammar, spelling, and punctuation (see the HRA340 Written Assignment Grading Rubric in Doc Sharing for more information). Tables from pp. 207-209 TABLE 5.4: Design Document Template Source: Based on G. Piskurich, Rapid Instructional Design (San Francisco: Pfeiffer, 2006). The level of detail in the design document can vary. Scope of project includes the goals, outcomes, or achievement expectations for trainees; a description of the trainees; a description of how long it will take to develop the course and the checkpoints or tasks that need to be completed as the course is developed; and the length of the course. The length of a course is determined by considering trainees’ abilities and their availability for training, the resources needed for training, whether the course is part of a larger curriculum or is a stand-alone course, and the need to develop modules in order to provide an opportunity for trainees to practice concepts and skills to avoid being overwhelmed. Delivery includes what the course will cover, how it will be delivered (e.g., face-to-face or online), an estimate of the training time, and the identification of any special conditions or issues that may affect the course (e.g., problems getting equipment for video role plays and providing feedback). Objectives refer to the course or program objectives. Those are broader summary statements of the purpose of the program. Resources refers to the materials—cases, DVDs, videos, models, process maps, podcasts, lesson plans, or guides for use by the facilitator or participants—that need to be purchased or developed for the course. Who is involved includes trainers, pro ...

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Sustainable Development Project Outline For the first step in the Development Project Paper, each student or pair of students will submit an outline detailing the topic and major points of emphasis for the paper. The outline should include the following points. 1. Topic 2. Strategy for gathering information 3. Areas of interest, what do you intend to cover (if working in a team, along with preliminary assignment of duties of each member of the team - put names in parenthesis after each item in the list) 4. Members can be assigned to do interviews or take pictures or talk to professionals at CRA - Whatever it is try to document on this assignment. Critical points to remember: every group needs to give an overview of the part of the project that they will focus on, there are multiple goals of the project and it is important to focus relatively narrowly so that you develop expertise Outline Basic Format: I. Development Description II. Purpose of the Development - What were the goals of the development III. Snapshot of the Neighborhood a. Demographics (description of the population) b. Economic Development characteristics c. Social Capital IV. Environmental (potential) Impacts V. Overall Impacts of the Development on the neighborhood a. Provide Evidence (i.e. # of jobs, housing value, tax revenue, community perceptions) A list of the above outline is not acceptable, each student or pair is required to add descriptive sentences about the development project that has been chosen .

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Week 6 Class Assessment: Implementation Plan for an HRD Learning Intervention Referencing the work that you did in Week 5 for the Needs Assessment and HRD Design Assignments, think about the implementation/delivery/facilitation approaches that you included in your lesson plan. Implementation is not covered until this week, but often when people are preparing a lesson plan, they include implementation methods. If you did not include implementation in your Week 5 work, no problem, you can add that information in now. You will state how you plan to carry out the actual HRD Learning Intervention. This might include information like, specific location, how each session of the program/intervention will be delivered (in-person, video, specific activities, resources needed, etc.). Once you add this information or if you included much of this information in your Week 5 assignment, move to the next step. Expand the Week 5 lesson plan by one column labeled Implementation Reasoning. In the cell next to each activity outlined in the lesson plan, label the implementation approach you choose and briefly explain why this approach works well for this activity or if you should consider an alternative approach. At the end, provide a paragraph regarding any pandemic-related influences on your implementation choices and how HRD implementation will be regarded in the future to obtain maximum effectiveness of HRD in your industry. Week 5 Content(1)- Needs Assessment Introduction Needs assessment is the process of identifying and articulating an organization's human resource development (HRD) needs. Needs assessment helps identify an organization's goals, reveals gaps between employee's skills and skills needed for effective job performance, identifies gaps between current skills and ones needed for future job performance and reveals the conditions under which the HRD activity will occur. Based on the video clips from the movie Office Space and the job description for a data analyst at Initech, I have conducted an HRD-focused needs assessment for the organization. The assessment includes findings for organizational, task, and person level needs. Organizational level: 1. Lack of effective communication: In the video clip "Did You Get the Memo?", it is evident that there is a lack of clear communication within the organization. The memo about TPS reports seems to be poorly distributed, leading to confusion among employees. 2. Motivation problems: The video clip "Motivation Problems" highlights the demotivated work environment at Initech. Employees seem disengaged and uninterested in their tasks, which may indicate a lack of motivation and job satisfaction. Task level: 1. Data analysis responsibilities: As per the job description for a data analyst, one of the key responsibilities is to analyze large datasets and extract meaningful insights. This suggests that data analysts at Initech play a crucial role in supporting decision-making processes through data analysis. 2..

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Professional Development Toolkit

1. PROFESSIONAL DEVELOPMENT TOOLKIT Information technology professionals interested in exploring options for personal growth and development on the job or between jobs may find the forms and consolidated list of resources provided below very helpful. PERSONAL CAREER DEVELOPMENT/EXPLORATION TOOLS Forms: • Individual Career Development Plan • Manager’s Self Development Worksheet Articles, White Papers and Websites: • http://www.bitpipe.com/ • http://jobfunctions.bnet.com/Career/Professional+Development/ • http://it.toolbox.com/vendors/white-papers/ • http://whitepapers.zdnet.com/Professions+and+Industries/IT+Professionals/Career+De velopment/ • http://www.techcareers.com/ • http://www.smartertechnology.com/c/a/Technology-For-Change/10-Information- Technology-Projects-for-2010/ • http://www.techweb.com/home • http://www.infoworld.com/d/developer-world/become-your-own-it-career-coach-832 • http://www.eseminarslive.com/ Conferences/Seminars/Self-Study Resources https://map.bdpa.org/events/EV04EventDetail.aspx?eventID=1397 http://livecoachonline.com/ http://infosecindia.blogspot.com/2006/11/cissp-webcast-searchsecurity_27.html http://www.cccure.org/modules.php?name=News&file=article&sid=609 http://whitepapers.zdnet.com/abstract.aspx?docid=378660 Networking with Other BDPA Members: BDPA Social Networking: • Facebook: www.facebook.com/group.php?gid=10080936173 • Facebook Career Center: www.facebook.com/pages/BDPA-Career- Center/315327145754 • Linkedin: www.linkedin.com/groups?home=&gid=21066 • Groupsite: bdpa.groupsite.com BDPA Chapters: http://www.bdpa.org/local-chapters.php Page 1 of 4

2. PROFESSIONAL DEVELOPMENT TOOLKIT Note – conferences and seminars also provide excellent networking opportunities Page 2 of 4

3. INDIVIDUAL CAREER DEVELOPMENT PLAN Name: __________________________________________ Date completed: __________________________________ Instructions: 1. Develop long-term goal/career objective. 2. Identify short-term goals or positions which will lead to long-term goal. 3. Identify actions steps which will help to achieve short-term goals (include education, training or projects, etc.). 4. Prioritize action steps as follows: A=vital B=important C=optional Number steps in expected order of completion. (Example: A1, A2, A3, etc.) 5. Transfer action steps to monthly and daily task lists. Long-term (5+ years) goal (career ultimately desired): Short-term (1-5 years) goals (positions/degree programs): Action Steps (classes, seminars, projects, self-development, activities, etc.) Priority Description Target Date Page 3 of 4

4. MANAGER'S SELF DEVELOPMENT WORKSHEET Prior experience (jobs, special projects, outside activities, etc.): Education, Training & Affiliations: Personal strengths ( interpersonal, technical, managerial, etc.): List known areas for improvement ( financial, planning, etc.): List developmental needs: • Prioritize: A=vital B=important C=optional • Assign number rank within each group: 1, 2, 3 Item Priority Action Steps (training, coaching to develop listed areas): Priority Description Target Date Transfer action steps to monthly/daily tasks lists. Page 4 of 4

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