training and assessing. a background to training and learning 1
TRANSCRIPT
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Training and assessing
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A background to trainingand learning
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Role of a workplace trainer
To assist supported employees learn the skills and knowledge to do their work
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Role of the workplace trainer in Disability Employment Services
Provides support to employees to help the service meet:
•strategic business objectives
•the 12 Disability Services Standards
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Skills and abilities of workplace trainers
• Respect for the learner
• Good communication skills
• Subject knowledge
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It also helps to have the ability to…
• provide clear instructions
• break larger tasks into smaller components
• demonstrate tasks clearly
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It is essential to…
… understand the impact some disabilities can have on the supported employee’s capacity to retain skills and knowledge
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What is workplace training about?
It is about ensuring employees are equipped with the skills and knowledge they need to complete their work safely and to the required standard
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Are learning preferences important?
It helps to have some understanding about supported employees’ learning preferences
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How will supported employeeslearn best?
They will want to: •know why they are being trained•see the link between the training and the successful completion of their work•have input into what they are going to learn
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How will supported employeeslearn best?
They will want to: •control the speed at which the new training is provided•see how the training fits with and builds on their existing skills and knowledge•know that the training is relevant to the work they are doing
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Learning styles
• Active or reflective
• Visual or verbal
• Varying amounts of information
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Barriers to learning
• Attitude• Workplace-related• Ability to concentrate• Poor language skills• Pain or discomfort• Work pressure• Previous experience with training• Practical
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Is training always the answer?
Look at the whole picture before deciding
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What is competency?
Skill, knowledge, ability or behaviour that is associated with performance
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What is competency-basedtraining?
Provides supported employees with the skills and knowledge to be able to perform their work competently, to the standard expected by the service
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Is training usually a ‘one-off’event or is it continuous?
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Training and business goals
Training in any organisation needs to lead to a change in outcomes – to assist the organisation meet its goals
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Identifying supported employees’ training needs
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Why identify training needs?
To meet:• production targets• audit requirements• legislation• career and personal goals
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Signals that training maybe required
• Quality decreasing• Production targets not being met• Increasing mistakes• Complaints from customers or staff• Conflict between employees• Workplace injuries
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Employability skills
• Initiative• Communication• Teamwork• Technology
• Problem-solving• Self-management• Planning• Learning
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Identifying training needs
Gather information from a variety of sources
• Workplace, eg change in work processes
• Personal, eg change in medication
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Supervisor’s role
• Observation
• Consultation
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Training needs and future work
• Organisational reasons, eg new work
• Individual reasons, eg developmental responsibility
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Training plans
Use to track progress toward satisfying an identified skill, knowledge or behaviour gap
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Designing training
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You do not need to be anexpert to design good training
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Five steps to design training
1. Analyse2. Break into smaller components3. Identify skills, knowledge and behaviours
in each component4. Work out the sequence for training5. Choose how to apply the sequence
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Training location
Choose the venue to suit the learning needs
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Design and delivery
Training design is the first part of the preparation for training delivery
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Training design hints
Make training:
• relevant• appropriate• tailored to individual learning preferences
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Chaining
•Completing tasks in the right order
•Design and delivery training technique used to learn a sequence or chain of behaviours
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Participation needs
Be aware of:
• behaviours• literacy levels• numeracy levels• effects of medication
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Delivering training
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Training delivery methods
• Discussions
• Demonstrations
• Excursions
• Games
• Lectures/talks
• Role plays
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Delivering demonstrations
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Feedback
Feedback should be:
• monitored• timely• specific• regular
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What are training tools?
• Physical objects that help a supported employee learn new skills
• Use a variety
• If it stimulates learning, use it
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Electronic training tools
• Be sure they are a benefit
• Learn to operate them
• Check they are in working order
• Have alternatives ready
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Training and challengingbehaviour
Schedule training for times when supported employees are receptive or ready to learn
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Train individuals or groups?
Consider each training opportunity on its merits then decide if it will be:
• one-on-one• pairs• small groups• larger groups
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One or more trainers?
Consider:
• added interest and value
• clear objectives
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Cultural background andtraining delivery
• Cultural background can affect training, eg language differences
• Awareness is required
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Assessment, evaluationand reporting
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What is assessment?
Assessment measures if supported employees have the skills or knowledge required to perform their work
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Assessing competency
Ensure supported employees can perform a task:
• safely• to the standard required• to meet legislative requirements
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When to assess
Assessment should be continuous and placed in normal day-to-day activities if possible
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Recording assessment
• Use an assessment record
• Meet organisational requirements
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Assessment methods
• Make assessment methods fit with normal workflow as much as possible
• Performance at the worksite should be the primary source of evidence
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Number of assessors
Depends on the:
• individual workplace
• tasks being assessed
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Are assessments like exams?
Assessments should not be exams
Make assessments:• part of the daily routine• completed in comfortable and realistic
workplace settings
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Why evaluate training?
To ensure that training returns value to the business
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What does evaluation of traininginvolve?
Training is evaluated from the:
• participant’s perspective• trainer’s perspective
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Recording training andassessment outcomes
Records are needed to meet:
• organisational requirements• workplace health and safety• the 12 Standards• work ethics and behaviour
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