Managing Induction Process for Health and Social Care or Children and Young People’s Settings Essay

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Pages: 11

Unit 523 Managing induction process for health and social care or children and young people’s settings. 01.1 purpose of induction
Induction is the first piece of learning a worker undertakes when joining the social care sector or a new organisation. These Common Induction Standards (CIS) have been designed to provide a structured start for workers in the first 12 weeks of employment, which will help ensure that they are then safe to leave alone with responsibility for the people they support. But when workers are expected to perform any tasks that are not covered by the CIS, appropriate training must be provided before the work is undertaken. There are eight standards that the induction should cover these are. Standard 1 Role of the
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Examples include handling medication, using moving and handling equipment and preparation of food. When a worker has successfully completed the learning that meets the Common Induction Standards, she or he will have completed the first building blocks for the Health and Social Care Diploma mandatory units at each level, and will have begun to meet the knowledge requirements for these units. Learning should continue throughout a worker’s career, and should enable him or her to develop new skills, and open up career options. QCF units can be chosen by the worker in consultation with their manager to support professional development that will be beneficial to the organisation and to the worker’s career progression. They can be particularly useful as a tool for succession planning. The completed professional development plan will assist in identifying objectives and activities that may meet future learning needs.

01.4. Good induction inspires workers to continue to learn and to develop their skills. If workers are to continue to be sufficiently motivated and skilled to provide high quality services, they need to continue to improve their knowledge and skills * The attitude workers take to learning and development tends to be set by their previous experience and the attitude of their manager. This means that how you approach and deliver induction is likely to affect how that worker will approach future learning. For example, if people drop out of training it is a