Professional Practices

By: Hassan Javed

To: Umer Mukhtar – British Education and Training Systems

Date: 10/09/2024

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.
Communication and Interpersonal Skills
Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.

**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.
**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.
**Developing Content:** Our content included explanations, examples, and visuals. We
divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.

Communication and Interpersonal Skills

Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.

**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.
**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.

Communication and Interpersonal Skills

Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.

**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.
**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.

Communication and Interpersonal Skills

Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.
**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.
**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.
Communication and Interpersonal Skills
Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.

**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.
**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.
**Developing Content:** Our content included explanations, examples, and visuals. We
divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.

Communication and Interpersonal Skills

Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.

**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.
**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.

Communication and Interpersonal Skills

Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.

**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.

**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.
**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.

Communication and Interpersonal Skills

Effective communication is essential in any training session. Communication includes verbal
and non-verbal ways of sharing information. Interpersonal skills are the ability to interact
positively with others.

**Listening Skills:** Good listening helps in understanding questions and responding

properly. We practiced active listening during group discussions.

**Expressing Clearly:** Clear speech, good vocabulary, and tone of voice were used while
delivering training. We avoided jargon and used simple examples to connect with the
audience.
**Verbal Communication:** Our verbal skills included speaking in a respectful, polite, and
structured manner.

**Non-verbal Communication:** Body language, gestures, and eye contact helped in

engaging the audience and making our points stronger.

What Are Professional Practices?

Professional practices are the expected standards, behaviors, and attitudes that individuals
must follow in a workplace. These practices include being respectful, responsible, and
competent in what one does. For instance, arriving on time, completing tasks efficiently,
meeting deadlines, and showing respect for coworkers and clients all represent strong
professional behavior. In addition to technical skills, being professional also means how you
communicate, behave, and adapt to workplace culture. Being well-dressed, organized,
honest, and committed also reflects professionalism.

Good professional practices help in creating a positive working environment where all
members of the organization can work together towards shared goals. They are essential
for building trust and credibility both internally and externally. In many roles, especially
customer-facing ones, being professional can influence client satisfaction and long-term
business success. Employers often prioritize these behaviors as much as technical
qualifications.

In our project, professional practices were key from the beginning. Each group member had
to take responsibility for their work, manage time efficiently, communicate clearly, and
contribute fairly. Without professionalism, the training would not have been a success.

Tuckman’s Model of Group Formation

Tuckman’s model describes how a team develops over time. This model includes five stages:
Forming, Storming, Norming, Performing, and Adjourning.

**Forming:** In the forming stage, the group comes together for the first time. People are
polite and cautious. Roles are unclear and trust has not yet been established. For our
project, this stage happened when we were assigned groups by the teacher. We did not
know each other well and communication was limited. However, we introduced ourselves,
shared contact information, and started basic planning.

**Storming:** As we began discussing the project, we entered the storming phase. Members
started to share their own ideas and opinions. Differences in thoughts led to some small
disagreements—like where to conduct the training and what topic to choose. While some
members preferred a US-based company, others suggested a local hospital. Eventually, after
some discussion, we agreed to proceed with the IT department of Doctor’s Hospital. This
stage is critical as teams learn how to manage conflict and express their views.
**Norming:** During the norming phase, the team becomes more organized. Roles are
clearer, and members start trusting each other. In our case, tasks were divided among
members, and we developed a schedule. We communicated regularly via WhatsApp and
helped each other with difficulties. Confidence in the team grew.

**Performing:** The performing stage is when the group works together efficiently. For our
team, this was seen during the training. Everyone understood their role and presented their
content confidently. We supported each other and answered questions from the audience
professionally.

**Adjourning:** This is the closing stage of the group. After the project was done, we all
thanked one another. We collected our training certificates and moved on. Some team
members stayed in touch to help each other in future tasks.

Training and Development

Training and development are key parts of any organization’s growth strategy. Training
helps employees improve their current job performance by learning specific skills.
Development focuses on long-term goals, helping employees prepare for future roles. Both
processes increase productivity, confidence, and job satisfaction.

**Training Needs Analysis:** This is the first step before starting training. It identifies the
knowledge gaps among employees and helps set clear learning objectives. For example, we
chose the topic of phishing attacks because many organizations in Pakistan face cyber
threats and lack awareness about them.

**Planning the Training:** This step involves choosing where the training will be held, what
time it will take place, and who will attend. We selected Doctor’s Hospital IT department
and scheduled the training after classes so all group members could be present. We also
discussed backup options in case something went wrong.

**Developing Content:** Our content included explanations, examples, and visuals. We

divided the topics—some worked on phishing examples, some on prevention, and others on
awareness strategies. We also reviewed each other’s content for quality.

**Delivering the Training:** The training was delivered using clear verbal and visual
communication. We used PowerPoint slides, real-world examples, and case studies to
explain phishing attacks. We ensured every member got a chance to speak.

**Evaluation:** After the session, we collected feedback from the audience. They
appreciated our clarity, topic selection, and visuals. We achieved our learning goals and
received positive comments.