Cipd Training & Development Knowledge Statement
CERTIFICATE IN PERSONNEL PRACTICE
CHARTERED INSTITUTE OF PERSONNEL DEVELOPMENT
TRAINING AND DEVELOPMENT
KNOWLEDGE STATEMENT
Training and Development Knowledge Statement
Knowledge used in producing the supporting documentation and in the demonstration
Prior to conducting training it is useful to identify the current levels of knowledge, skills and attitude, and the required level of knowledge, skills and attitude. Then it is possible to determine the required learning and training needs by conducting a training needs analysis. In a CIPD factsheet the author cites that, “the analysis of gaps in knowledge and skills identifies what employees will need to learn in order to be fully competent in the jobs they will be doing now and in the future…having a clear idea of what needs to be learned and the outcomes expected provides a foundation for training and learning professionals to evaluate the effectiveness of implementation of the learning strategy.”
Levels of training needs analysis include:
* The whole organisation – In order for the organisation to meet its strategic objectives it must identify the learning needs of all employees to ensure personal objectives feed in to that of the company’s and that employees possess the correct skills and knowledge to be competent in their role. * Specific project, job or occupation – The skills needed to undertake the job/project will need to be considered in order to distinguish the gaps in the employee’s current knowledge and skills. * Individual employees – Individual needs are usually established during appraisal where competencies are not met, the employees skills don’t match that of the job description, there are changes to the role, or where the individual desires progression in their career.
Considerations or implications of the analysis include; different levels of knowledge, time and money, and who the training is aimed at.
A recent CIPD survey of 751 people shows, “There was a positive
CHARTERED INSTITUTE OF PERSONNEL DEVELOPMENT
TRAINING AND DEVELOPMENT
KNOWLEDGE STATEMENT
Training and Development Knowledge Statement
Knowledge used in producing the supporting documentation and in the demonstration
Prior to conducting training it is useful to identify the current levels of knowledge, skills and attitude, and the required level of knowledge, skills and attitude. Then it is possible to determine the required learning and training needs by conducting a training needs analysis. In a CIPD factsheet the author cites that, “the analysis of gaps in knowledge and skills identifies what employees will need to learn in order to be fully competent in the jobs they will be doing now and in the future…having a clear idea of what needs to be learned and the outcomes expected provides a foundation for training and learning professionals to evaluate the effectiveness of implementation of the learning strategy.”
Levels of training needs analysis include:
* The whole organisation – In order for the organisation to meet its strategic objectives it must identify the learning needs of all employees to ensure personal objectives feed in to that of the company’s and that employees possess the correct skills and knowledge to be competent in their role. * Specific project, job or occupation – The skills needed to undertake the job/project will need to be considered in order to distinguish the gaps in the employee’s current knowledge and skills. * Individual employees – Individual needs are usually established during appraisal where competencies are not met, the employees skills don’t match that of the job description, there are changes to the role, or where the individual desires progression in their career.
Considerations or implications of the analysis include; different levels of knowledge, time and money, and who the training is aimed at.
A recent CIPD survey of 751 people shows, “There was a positive
Bibliography: * ACAS A to Z of Work. Training and development * Factsheet (2008) * CIPD Survey Report (November 2008) Who learns at work? Employees’ experiences of Workplace Learning. CIPD * Helping people learn overview and update * Gillian Watson and Kevin Gallagher. Managing for Results (2005) * JACS The A-Z of Work, A Handbook for Employers * Malcom Martin and Tricia Jackson, CIPD Personnel Practice (2005) * Mike Spurling and Edward Trolley * Mick Marchington and Adrian Wilkinson. Human Resources Management at Work People Management and Development (2005) * http://www.businessballs.com/kolblearningstyles.htm (accessed 01/04/10) [ 2 ]. CIPD Survey Report (November 2008) Who learns at work? Employees’ experiences of Workplace Learning [ 3 ]