Reflective Account Essay

Candidate to provide narrative under separately teaching of how they meet the criteria and list the number of the piece(s) of evidence supplied to demonstrate this. (See excessively come-at- adapted examples of evidence sheet).You must provide answers to each question that allow your quizzer to properly assess what work duties you be doing or what role you set out within your work. It expected that you hit out requisite approximately 200 manner of speaking per question. The more(prenominal) detail you provide the less deally your account will be sent back for more clarification.You must answer each question in your own words and pen in the commencement exercise psyche meaning I do this. A tip is ceaselessly to keep in mind the who, why, how, where and when in each answer.The origination military operation is arguably one of the most authoritative primary soures within the organization. The sign importance is to take in that the exclusive is working within the adapt guidelines of the community policies and values, Safeguarding regulations and C ar Quality Commission standards. It is thus extremely important for the service of abut users, so that lag go throughs and knows each various(prenominal) and their run plans to ensure that the soul follows a person centered approach to caring for that individual. (1.1 and 1.4) The installment cognitive exploit is a continuous process throughout an individuals stay within the troupe and home. The induction process inevitably starts with the inductee. To identify and ensure that each individual during the process is inducted sufficiently UBU and the induction of mental faculty look upon the watch outing types of the individual through job fit analysis. Neil Fleming (2012) states that there a 3 types of pupil, the Visual Learner, the Auditory Learner and the Kinaesthetic Learner.The Visual Learners learn exceed by visual stimuli such as graphs,diagrams and determines. These individua ls will convey messages in a video or picture format rather than the written word. Auditory Learners atomic number 18 individuals who learn and with hold knowledge best when in the written format or spoken, they benefit from lectures, notes, handouts and large paragraphs of information. Kinaesthetic Learners learn best through demonstrations and being men on throughout the acquire process. (3.1) I am in the understanding that this is why there are numerous ways in which we induct individuals to meet their learning styles. We first adapt to the Visual Learner by showing tenants files such as the tables, pictorial information about the individual which preceding faculty and individuals down created. Within the realize we also have support plans, risk assessments and some raw(a)(prenominal) information regarding the tenants for the auditory learners.Finally a 2 week hands on induction putting into practice the information and placing it into real carriage situations for t he kinaesthetic learner. During the hands on shadowing induction we build upon the aggroup strengths and individual strengths we have in a team. If we have individuals who are more sufficient in current areas we have them induct the individual in that area or have the individual shadow them while they are doing that task. This is important as it builds worker relationships but also allows the individual to understand that within the beau monde and support incessantlyyone is there to support each other and the service users. The inductee is consequently observed by me, my manager and/or the staff which they originally indignant. We also on occasions where the individual earth-closet take control and show the individual the process or things they like to do such as certain walks or activities they like to do, how they get ready or washed.The individual is then empowered in the induction process and hind end comment on the inductees performance. It is also a key indicator in ho w that person is able to act and also builds a worker and customer, working relationship. (3.2) I then illuminate feedback from the support staff through meetings with them personally (3.3) the inductee has then shadowed and been shadowed by other practitioners and the service user when applicable and this is then fed back through their later induction support session. Inductees then complete a 3 Day induction day with the alliance looking upon motivational tasks, presentations and team work activity to strongly constitute the company ethos, agreed ways of working and appropriate values a member of staff should have when supporting theindividuals that we support. (1.2).Fleming also states individuals are besides when not either or types of learners but sway to others but combine other forms dependant upon the information they are receiving. This process is advantageous in this respect as it is incorporating all types of learner to ensure that the team is storing the correct i nformation about the tenant and giving the correct take of support at the primary level.Through the review process of induction it is discussed with myself and the individual, what previous qualifications they have and, work or life experiences they have which can attend in their intimacy, which method they found easier to learn from, what areas they have found simple and difficult from there. Dependent upon their qualifications and experience we look upon what the inductee could input onto the care of the individuals we support and what could be done differently. The inductee is then observed on 3 occasions in the beginning of each area they need to learn and then passed once 3 successful observations are complete. formerly the individual has gone through the home, individuals and company knowledge basics a look upon their job description and responsibilities is then looked at, a broad picture of how to move forward with the inductee and what is needed for them to grow within the company either through progression routes or progression in the level of care they give to the individual is built upon and moved forward.This includes areas the individual equable needs readying on, areas in which they are competent and areas and strengths the individual can bring to the support and how to incorporate these current ideas. (2.1, 2.2, 2.3, 3.4, 3.5 and 3.6) The induction process is because not simply left to the initial employment stage. The induction process is used when individuals need refreshment of certain stages of the enrolment, which is outlined through support sessions and re readying needs. It is also used if an individual has had or created issues in certain areas and reassessment is needed. It is then used to build on a persons responsibility the more they progress.The inductee or current staff then go through the format of the induction process for their new responsibility and then pass once the 3 observation processes are complete in the new lea rnt skill (1.3) This process is circular in theory, so that it can be repeated with the same consistent process so individuals grasp and understand the company policies and procedures, CQC policies and procedures and local authority procedures. Italso ensures that the any area at anyone time can be readdressed to ensure processes are followed for individuals safety and safeguarding when required (1.4 and 1.5)The induction process is therefore an ever changing fluid process that is an adaptable tool within the organisation. It is important that the induction process is taken in this form to be able to be adaptable to changes within legislation, abilities of new staff and new training movements and needs of the company (4.1) It also important to take new forms of induction for example individuals still go through the paperwork and home induction process however as discussed the 3 away day inductions have only been introduced in the last year.This came about through feedback from team managers, local authorities and regional managers that staff had a good in depth knowledge induction but there needed to be more teamwork and with UBUs new goals for inspiring and stepping forward in the social theories of care they wanted staff to embody this way of thinking and working (4.4). This feedback can come in the form of suggestions made to the training managers via meetings held with regional managers. The auditing process from CQC and Local governance made as suggestions within final reports which is fed back to training managers (4.3) the company have How is it for you feedback forms that are filled out by the staff at the end of an induction process and then on a yearly basis there after. (4.2) (5.1 and 5.2)ReferencedEvidence used in this Unit (List below)Fleming, N. (2012). Introduction to Vark. Retrieved from http//legacy.hazard.kctcs.edu/VARK/introduction.htmCandidate Signature Emma Hill Date 01.07.13The information within this Reflective Account is a true reflec tion of the expectations role, responsibilities and competence.