The Practice of Training The Identification of Training Needs lecture notes PDF

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4/23/2018

The Practice of Training: The Identification of Training Needs | Evernote Web

The Practice of Training: The Identification of Training Needs Chapter 6

UKCES - The UK Commission for Employment and Skills ( over 60% of UK organisation appear to carry out little or no training ) Training (CIPID - Chartered Institute of Personnel an Development ) - instructor-led, content-based intervention, leading to desired changes in behaviour (Sloman, 2005) relatively permanent change of knowledge, attitude or behaviour occurring as a result of formal education or training, or as a result of informal experiences (Wilson, 2005).

[training, learning and development ]

The meaning of training need ITBs-IndustrialTrainingBoards Identifyneeds-Designrequirements-Deliveractivities-Evaluateactivities Howpeopleareworking-howtheorganisationsareperforming;(Moore&Dutton,1978)-assessingandanalysingoftrainingneedsisconcernedwith identifyinggapsbetweenworkperformanceandstandardsofworkperformancecriteriathathaveatrainingsolution.[knowledge,skillsandattitudesas gaps] Trainingneedsareoftennotidentifiedbyorganisations(lackofstrategiccomponent),Boydell&Leary,1996) Initiationoftrainingactivities(periodofcrisisorgreatchangeforinstance)

Types of training needs (Bloom's taxonomy) knowledge-thecognitivedomain skills-thepsychomtordomain attitude-affectivedomain

Knowledge CPD - continuing professional development lifelong learning comprehension, application,analysis, synthesis, evaluation

Skill - competence - abilities to perform within an occupational area to a standard required in employment. (CIPD) the behaviours that employees must have, or must acquire, to input into a situation in order to achieve high levels of performance. -NVQs - National Vocational Qualifications within QCF - Qualification and Credit Framework - crucial to vocational education and training system in the UK; - ( Armstrong, 2002) Key aspects of competence: Input:knowledge,skillsandpersonalattributes Process:thebehaviourrequiredtoconverttheinputintooutputs Output:theoutcomesachieved

Attitudes An attitude is usually understood as a particular mental state of person, which can be positive or negative, affecting judgment, decisions and motivation. Gibb(2011)-attitudesareakeyaspectsofthethirddimensionofneeds,alongsidetheemotionalintelligence,theawarenessandmanagementof emotionsinordertoacteffectivelyinsocialsituations; therightattitudinalcommitment;attitudesuniversallyappropriate(enthusiasmandconscientiousness)andspecificattitudesnecessaryforparticular jobs;skilldevelopment. AttributionTheory-(attitudescannotbelearned'attitudesascrucialforperformanceandtraining; trainability=f(afunctionofavailability,motivationandperceptionsoftheworkenvironment;

Indicators of training needs Thepurposeofthetraining-organisationalobjectives(Chiuatal.,1999)-businessorientatedapproach Output Varyingstandards Time Turnoverandabsenteeism Delays Complaints Anuneasyrelationshipbetweenthetrainingandthechangeorculturalissues Chiu(1999)-trainee-centredapproach

The identification of assessment of training needs

Levels of training need 1.Organisational

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4/23/2018

The Practice of Training: The Identification of Training Needs | Evernote Web

- What skills the organisation has now and what it requires now and in the future; organisational strategy, available recources, constraints and support for the transfer of learning. - Analysis of the culture of the organisation; - Skill audit - Standards of performance and competency framework - HR plan - Analysis and synthesis of appraisal records - Critical incidents - Useful sources of written information available within the organisation - External research - Total Quality Management ( TQM) financial. ,customers, internal business, learning and growth ( Kaplan& Norton, 1996) - The UK government's Investors in People (IiP) 2.Job

-the particular requirement for each job - Job analysis/ Job training analysis - job description - the personnel ( person) specification - the job specification ( training specification - knowledge, skills and attitude) - Problem-centred analysis - Key tasks analysis - Competency analysis - National Occupational Standards ( NOS)

3.Individual

- Validated - Feedback - Defensive posture - Performance - Responce - Judgements made

Some of the methods for identifying level needs: Performancestandards Comparativemethods Directobservation Individualappraisal Multisourcefeedback(360degreeappraisal) Assessmentandanddevelopmentcentres Self-assessment

Problems with the identification of training needs

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4/23/2018

The Practice of Training: The Identification of Training Needs | Evernote Web

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