Activity 11 Identify Four Possible Consequences
Activity 1
1. Identify four possible consequences of inadequate training or training that does not meet an organisation’s needs or requirements.
Answers might include but are not limited to:
Leads to people feeling ill-equipped to do their jobs, leading to stress
Reduced productivity
Decreased flexibility/ adaptability to workplace demands
Failure to enhance people’s skills
Can lead to a failure to meet statutory requirements relating to providing a safe and healthy working environment
Reduced motivation
Reduced satisfaction
Failure to offer career development
Increased employee turnover
2. Carry out your own TNA identifying the learning and development needs you could use to be able to do your current job more successfully. If you are not currently employed, carry out a TNA that relates to the skills and knowledge you will need in a job that you hope to secure in the future.
There is no definitive response to this activity; however, participants should demonstrate an understanding that a TNA is used to clearly identify the requirements of a job, the current capabilities of participants and whether there are any gaps between the two.
3. Training needs should be considered at five levels. State what these levels are and give an example for each.
Identifying learning needs must be done at five levels:
1. Compliance and statutory-all employees must adhere to national privacy principles, therefore they need to be trained on what these principles are what they mean for the business.
2. Business strategies and goals-the vision of the organisation is to become the largest provider of personalised stationery, therefore training might be needed in sales and marketing.
3. Departmental and team-the accounts team might need training on a new finance IT package in order to efficiently handle the higher volume of invoices.
4. Job roles-the specific learning needs of each job or group of jobs. All the employees responsible for creating new stationery designs are likely to
1. Identify four possible consequences of inadequate training or training that does not meet an organisation’s needs or requirements.
Answers might include but are not limited to:
Leads to people feeling ill-equipped to do their jobs, leading to stress
Reduced productivity
Decreased flexibility/ adaptability to workplace demands
Failure to enhance people’s skills
Can lead to a failure to meet statutory requirements relating to providing a safe and healthy working environment
Reduced motivation
Reduced satisfaction
Failure to offer career development
Increased employee turnover
2. Carry out your own TNA identifying the learning and development needs you could use to be able to do your current job more successfully. If you are not currently employed, carry out a TNA that relates to the skills and knowledge you will need in a job that you hope to secure in the future.
There is no definitive response to this activity; however, participants should demonstrate an understanding that a TNA is used to clearly identify the requirements of a job, the current capabilities of participants and whether there are any gaps between the two.
3. Training needs should be considered at five levels. State what these levels are and give an example for each.
Identifying learning needs must be done at five levels:
1. Compliance and statutory-all employees must adhere to national privacy principles, therefore they need to be trained on what these principles are what they mean for the business.
2. Business strategies and goals-the vision of the organisation is to become the largest provider of personalised stationery, therefore training might be needed in sales and marketing.
3. Departmental and team-the accounts team might need training on a new finance IT package in order to efficiently handle the higher volume of invoices.
4. Job roles-the specific learning needs of each job or group of jobs. All the employees responsible for creating new stationery designs are likely to