ounsel or act as a resource. In the absence (or paucity) of the training and development of employees (especially managers) by their employers, the need for self-development has long been recognised. It has also been regarded positively as proactive and entrepreneurial, but for it to receive some form of accreditation, it has often involved arduous part-time study, which can increase the pressures on and conflict between the individual’s work and home roles. Such programmes of study have in the past been largely dictated by the traditions and values of the educational providers, rather than the specific needs of the learner.This is now changing with the establishment of the Credit Accumulation and Transfer Scheme, the Accreditation of Prior Learning and of Experiential Learning. Moreover, the approach and framework of S/NVQs is now allowing individuals to gain recognition for aspects of their work performance. The existence of the TKA employee development scheme also helps individuals in their self- development, whether systematic or sporadic. What is now becoming widely recognised is that, with the increasing flexibility of organisations and their contracts of employment, individuals need to engage in lifelong learning - and many will find that they will not receive from their employers the continuous development they will need. The need for self-development, associated with the need for employability, is likely to be seen in the future as greater than ever. I have always consulted at the highest level as to how my career path and development is progressing with my role predominantly Training and Cost Reduction my own development plan is more aligned to the business strategy than any other individual.9:0Self Reflection...
