Reflective Account Essay

Candidate to provide narrative under each statement of how they equal the criteria and list the number of the piece(s) of conclusion supplied to demonstrate this. (See as well as possible uses of evidence sheet).You must provide answers to each straits that allow your examiner to right on assess what work duties you are doing or what role you put on inwardly your work. It expected that you will need approximately 200 words per question. The to a greater extent detail you provide the less likely your account will be sent back for more clarification.You must answer each question in your own words and written in the first somebody meaning I do this. A tip is always to apply in mind the who, why, how, where and when in each answer.The origination physical attend is arguably one of the most grand primary processes inwardly the organization. The initial splendour is to ensure that the man-to-man is working within the correct guidelines of the troupe policies and values, Safeguarding regulations and kick Quality Commission standards. It is thus extremely important for the answer users, so that stave understands and knows each unmarried and their raise plans to ensure that the individual follows a person centered approach to caring for that individual. (1.1 and 1.4) The creation process is a continuous process by means ofout an individuals stay within the comp some(prenominal) and home. The inductive reasoning process inevitably starts with the inductee. To identify and ensure that each individual during the process is inducted adequately UBU and the induction of staff brass upon the take heeding types of the individual through job fit analysis. Neil Fleming (2012) states that there a 3 types of learner, the ocular Learner, the auditive Learner and the Kinaesthetic Learner.The Visual Learners learn best by visual stimuli such as graphs, diagrams and pictures. These individuals will convey messages in a video or picture arrive atat ra ther than the written word. Auditory Learners are individuals who learn and with hold study best when in the written format or spoken, they benefit from lectures, nones, handouts and large paragraphs of info. Kinaesthetic Learners learn best through demonstrations and being hands on throughout the learning process. (3.1) I am in the understanding that this is why there are legion(predicate) ways in which we induct individuals to meet their learning styles. We firstly oblige to the Visual Learner by showing tenants files such as the tables, natural information about the individual which previous staff and individuals have created. indoors the accompaniment we also have support plans, risk assessments and new(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 life situations for the kinaesthetic learner. During the hands on shadowing induction we build upon t he team strengths and individual strengths we have in a team. If we have individuals who are more sufficient in certain arenas 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 connection and support everyone is there to support each other and the service users. The inductee is then observed by me, my manager and/or the staff which they originally shadow. We also on occasions where the individual can exhaust 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 found or washed.The individual is then empowered in the induction process and can comment on the inductees performance. It is also a key indicator in how that person is able to interact and also builds a worker and customer, working relationship. (3.2) I then gain f eedback 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 federal official back through their later induction support session. Inductees then eject a 3 Day induction day with the company sounding upon motivational tasks, presentations and team work activity to strongly embed the company ethos, agreed ways of working and appropriate values a portion of staff should have when supporting the individuals that we support. (1.2).Fleming also states individuals are simply not any or types of learners but sway to others but incorporate other forms dependant upon the information they are receiving. This process is advantageous in this watch as it is incorporating all types of learner to ensure that the team is storing the correct information about the tenant and giving the correct level of support at the primary level.Through the review proce ss of induction it is discussed with myself and the individual, what previous qualifications they have and, work or life experiences they have which can assist in their knowledge, which method they found easier to learn from, what areas they have found straightforward and grueling from there. Dependent upon their qualifications and experience we look upon what the inductee could input onto the misgiving 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 ended. Once 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 last 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 individu al is built upon and moved forward.This includes areas the individual still involve training on, areas in which they are competent and areas and strengths the individual can tally to the support and how to incorporate these new ideas. (2.1, 2.2, 2.3, 3.4, 3.5 and 3.6) The induction process is therefore not simply left to the initial employment stage. The induction process is apply when individuals need refreshment of certain stages of the enrolment, which is outlined through support sessions and train need. 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 righteousness 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 learnt 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. It also 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 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 moreover 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 b ut there needed to be more teamwork and with UBUs new goals for excite and stepping forward in the social theories of care they wanted staff to personify this way of thinking and working (4.4). This feedback can come in the form of suggestions do to the training managers via meetings held with regional managers. The auditing process from CQC and Local Authorities 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 periodical basis there after. (4.2) (5.1 and 5.2)ReferencedEvidence used in this whole (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 reflection of the candidates role, responsibilities and competence.