Train the Trainer Level 3

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Train the Trainer Course|
Level 3|
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Practice File and Reflective Log|
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Samuel Olaolu Olaleye Hilt Support Limited Earlham Grove E7 9AR Mobile Telephone: 07723052623| 8/23/2011|

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TABLE OF CONTENT
| | Page|
1| Content| 1|
2| Practice File| 2|
3| Reflective Log| 9|
4| Continuous Professional Development| 13|
5| Appendix – Case Study| 14|
6| Bibliography| 15|

PRACTICE FILE
1. Understanding How to Identify Business / Organisation and Individual Training / Learning Needs

2.1. Training Needs Analysis
A Training Needs Analysis (TNA) is a review of learning and development requirements for staff, volunteers and trustees within in an organisation. In carrying out the TNA I will consider the skills, knowledge and behaviours that member of my organisation need, and how to develop them effectively. A learning need is when a gap is identified between the present level of performance and the required level of performance. This ‘required level of performance’ can be of two types; where performance has falling below or not yet reached a satisfactory standard, or where a new standard of performance is required. Learning needs are often defined at one of three levels:

* An organisational need as a result of new legislative requirement, technological development or major restructuring. * A group or job need as a result of changing requirement or new specifications. * An individual need due to sub-standard performance or when starting a new job, a transfer, promotion or secondment requiring new skills. Figure 1: Learning Need Analysis Process

Team or Individual Needs
Team or Individual Needs
Job or Function Needs
Job or Function Needs
Organisational Needs
Organisational Needs
Legislation Needs
Legislation Needs

Collection of Diverse Data
Collection of Diverse Data

Analysis of Data, Identification of Needs and Gaps
Analysis of Data, Identification of Needs and Gaps

Learning Needs
Learning Needs
Non Learning Needs
Non Learning Needs

Recommendation for Business Improvements
Recommendation for Business Improvements
Prioritisation against business goals
Prioritisation against business goals

Learning and Development Plan
Learning and Development Plan

In my organisation collection of diverse data used in the analysis of learning needs is done through: * Staff supervisions and appraisals; during staff supervision and appraisal, the supervisor is able to observe area of work that the staff is not doing well or that is not meeting up to the required standard. In most cases this result from lack of a particular skill necessary for the job, which could be gained or updated through provision of a particular training. * Coaching and mentoring

* Sport checks
* Feedback from those who use our services
* Complaints and other communications

2.2. Barriers to Learning
Cross identifies three main barriers to adult participation: situational, institutional, and dispositional. She uses a chain-of-response model to highlight how individuals respond to internal and external variables associated with participation in learning activities. (Cross K.P. (1981); Adults as learners, San Francisco: Jossey-Bass).

2.3.1. Situational barriers: those arising from one's situation at a given time. * Lack of money - the cost of studying, the cost of child care and so on * Bad timing, for example, because of job and home responsibilities * Lack of transport to study venue

2.3.2. Institutional barriers: those practices and procedures that exclude or discourage adults form participating in activities. * Inconvenient schedules or locations for programmes
* Lack of relevant or appropriate programmes
* Poor learning environment
* Poor course material
*...
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