Workplace Training John Mc Donald Training through instruction & demonstration Learning outcomes – February 2011 At the end of the session learners will be able to: Define training and development terms Identify the framework of the national training agenda Define and discuss COMPETENCY Discuss competency-based training Identify the steps in the Training Process Discuss the role and responsibilities of supervisors in the training process

Workplace Training John Mc Donald Glossary of training terms  Affective  Brainstorming  Cast study  CBT  Cognitive  Competency  Competency standards  Facilitator  Feedback  icebreaker  Learning contract  Mentor  Networking  Outcome  OHP  Reinforcement  RPL  TNA  Trainer  Workshop

Workplace Training John Mc Donald What is the national training agenda? Why has Australia experienced significant social & economic changes over the past years?  Shift in demand from agriculture to manufacture  The growth of the service industry  The increase in women in employment  The increase in part-time work & reduction in full-time work  An aging skills base  The move to computer based work  Increased mobility between workplaces and industry  The lack of a national model  Social changes in attitudes and values

Workplace Training John Mc Donald What is competence?  Workplace competence is a mixture of attributes (such as skills, knowledge, attitude values and ethics) and the tasks which need to be performed in a particular occupation or work role  Competence cannot be observed – it can only be inferred from performance

Workplace Training John Mc Donald What is a competent workplace performance? This includes the ability to:  Perform at an acceptable level of skill  Organise tasks – task management skills  Respond and react appropriate when things go wrong – contingency management skills  Interact appropriately with others in the workplace – job / role environment skills  Transfer knowledge, skills and attitudes to new situations – ability to transfer skills

Workplace Training John Mc Donald What attitudes and values contribute to competent performance?  Efficiency  Persistence  Reliability  Customer focus  Adaptability  Flexibility  teamwork  Concern for ethics and quality  Responsibility for own work  Attitude consistent with equal opportunity  Concern for health and safety

Workplace Training John Mc Donald What makes competency- based training effective?  Use learner-centered training methods  Focus on the needs of the learner and workplace  Be flexible  Never restrict training to task skills  Review and continuously improve

Workplace Training John Mc Donald The Training Process Identify theNeed Evaluate Evaluate the Training Deliver Deliver the Training Plan Plan the Training

Workplace Training John Mc Donald The systems approach Assess the need Assess the trainee Assess the skill required Design and deliver the program Evaluate the training program

Workplace Training John Mc Donald Advantages of the Systems Approach  Ask if training is the best option  Program should be aligned to clients needs  Encourage precise and measurable learning outcomes  Encourages evaluation  Encourages feedback  To validate the program  To up-date and improve the program  Provide a framework to explain to others the nature and objectives of the training

Workplace Training John Mc Donald What is structured training?  Designed by someone appropriately qualified or experienced, a technical expert in the area  The program must be accredited by an approved person / authority e.g. VETAB  The program must state outcomes and must be clearly formulated  It must state method by which it intends to impart the skill to the learner  It must have an assessment component – some form of evaluation – all must be documented before the program commences

Workplace Training John Mc Donald What are the responsibilities Staff & Line managers  Line managers have direct responsibility for the achievement of business outcomes  Staff managers are responsible to line management in providing support and advice in achieving those outcomes  Why are they for responsible for TRAINING?  To ensure training matches the needs and objectives of the section  To ensure employees accept training as a necessary part of reaching or maintaining standards  To ensure managers/supervisors assesses the impact of training on an employee’s work performance  To ensure the costs of training are justifies (the benefits outweigh the cots)