A Review of Recent Literature on the use and structure of professional portfolios
The structure of professional portfolios has to have a given standard. As it is evident from the guidelines provided by the Nursing and Midwifery Board of Australia, the nurses and other personnel that are applying for a give n position have to meet a certain criteria. It is essential to realize that despite the fact that these portfolios are aimed at positioning the applicants in a better place in terms of marketing themselves to their employers and interviewers, these portfolios have the ability to explain to potential employers what a kind of person that these applicants are. One of the key things that is worth noting is the fact that the organization of these portfolios by the job seekers describe to potential employers the level of organization that the applicants can be able to bring to the respective companies to which they are admitted and the responsibilities that are bestowed on them by these employers.
In addition, it is instrumental not to forget that not only should the recruiters look for the things that were traditionally located within the tradition CV samples but they should be looking for a document resources that illustrate key things that would be helpful in evaluating the worthiness of a given applicant. This would include the kind of attitudes that these employees bring to work and the kind of contribution that they bring to the institutions that sponsor them in various fields or provide employment to them. Duchscher is also quick to point out that traditional interviews and the presentation of curriculum vitae did not present to employers the exact person that they would be looking for.
However, the creation of professional portfolios is able to capture key elements that were not captured early. For instance, he explains that by structuring of professional portfolio employees are in a position to able to deduce whether a given person is flexible or not. This can be deduced by following the trend that is exhibited in the part of the applicant in terms of attitude towards their assigned duties, their ability to follow instructions, capacity to work under minimum supervision, and a positive attitude towards working as a team. It is essential to note that there is no single company that does not advocate for teamwork.
A Critique of Example E-portfolios
Traditional portfolios cannot be used to display the ability of an applicant to work as a team. Therefore, it is important for applicant to make sure that there construction of their professional portfolio seeks to market other qualities that they might bring into a given career field other than their academic qualifications which can be easily represented in a traditional CV.
Duchscher also brings in the idea of transition shock. He points out that there is a dire need for applicants in various careers and institutions of higher learning to see to it that their portfolios explain and make it clear to their employers some of the key reasons that cause them to take up some the challenging fields that they choose (Duchscher, 2008, p.1104). in addition, it is clear form Duchscher’s article that there is a need for applications and people wanting to venture into different careers to show their employers that they have the ability to integrate what they learn in the class environment within their places of work(Silau, 2008, p.69). This is a fundamental challenge that many employers and institutions look for in the course of their recruitments. It is also important to note that professional NG portfolios also have to exhibit some level of progress. This means that the portfolios have to illustrate some levels of growth in the part of a nurse. This progress would mean that the nurse has to show that he or she has grown remarkably in terms of knowledge and contextual information within their field of expertise (Dyess, 2009, p.403). This would mean that some of the issues that initially appeared to be of a great challenge due to the lack of knowledge are solved over time. It is also worthwhile to note that the ability of a worker or a nurse for the purposes of this assignment to acquire work ethics and team work skills grows over time. This is because as time progresses within a given career field, a given nurse should be in a position to understand that every field has guiding principles that guide the success and achievement within that particular field (Malouf, 2011, p.488).It is therefore the responsibility of a nurse or any given applicant to make sure that they update their NG professional portfolios so that they can be in a position to market themselves in their endeavors within various career fields.
An overview of position requirements and developmental needs of beginning and experienced registered nurses
In addition it is important to note that the emotions are a key element that is reflected on the NG professional portfolios. It is worthy understanding that emotions can work both to the advantage of a nurse or towards their disadvantage (Mills, 2009, p.2009).For instance, a nurse who is temperamental can hardly be in a position to deliver within a working environment. It is important to realize that every working environment has challenges and these challenges can at times upset the efforts of a person. This means that it is essential for a given worker and nurse to be able to construct their portfolios in such a way that they demonstrate that they can be able to work under pressure (Cubit, 2011, p.67).
An understanding of the NMBA Continuing Professional Development Registration Standard
One thing that is worth noting is that is human to get upset when things do not at times work to our advantage. However, allowing ourselves to be carried our emotions to control our productivity and quality of service can at time jeopardize our success within a given career. Therefore, it is paramount that we work towards making sure that emotions do not act a hindrance to our success. It is also essential to note that though there are times when one feel as being weak in a given area, it is important not to illustrate this weakness within the NG professional portfolios. This is because as much as a person might rate themselves as being weak in a given area; the fact remains that that particular individual can still be in a position to make progress in their area of weakness if they are granted an opportunity and more time to improve. This means that one the key thing to note is that everything can be achievable if dedication and time is put in. Therefore, in the construction of professional portfolios, it is to focus on the key strong areas that can propel a nurse to the desired career fields.
Board of Nursing. (2011). Continuing Development Registration Standard. Nursing and Midwifery Board of Australia. 1 (1), p1-2.
Cubit,K. (2011). Tailoring a Graduate Nurse Program to meet the needs of our generation nurses. Nurse Education Today. 31 (1), p.65-71.
Duchscher, J. (2008). Journal of Advanced Nursing. Transition Shock: the initial stage of role adaptation for newly graduated registered nurses. 11 (1), p.1103-1104.
Dyess, S. (2009). The First Year of Practice: New Graduate Nurses Transition and Learning Needs. Journal of continuing nursing. 40 (9), p.403-410.
Hawks, S. (2012). The Use of Electronic Portfolios in Nurse Anesthesia Education and Practice. Education News. 80 (2), p.87-89.
Malouf, N. (2011). Fitting in : A pervasive new graduate nurse need. Nurse Education Today. 31 (1), p.488-493.
Mills, J. (2009). Professional Portfolios and Australian registered nurses, requirements of lisensure: Developing an essential tool. Nursing and Health Services. 11 (1), p.206-210.
Siau, K. (2008). Factors Affecting the Information Quality of Personal web Portfolios. Journal of the American Society for information Science and technology. 10 (1), p65-69.