Conduct training needs assessment

To determine what development is relevant to your employees jobs To determine what development will improve performance To determine if training will make a difference To distinguish training needs from organisational problems; and To link improved job performance with the organisations goals

Where you want to be

Is there a training/development gap?

Current Position

Feedback
Conduct Training Analysis

Identify Training Needs

Write Development Objectives

Link to T&D plan

Select Development Method

Design/ Conduct Evaluation

Identify Trainee Skills etc

Where you want to be

Current Position

Identify Training Needs

Audit current situation

Look at tasks/objectives for the job, are they changing? Desired change in job responsibilities Technological or organisational developments Is work below acceptable quality?

What knowledge, skills, abilities, contacts etc.

Conduct Training Analysis

Organisational needs: Strategic plan, Integrated Strategies, School Plans, Annual Operating Statements University processes, standards, systems, requirements Department initiatives Skills appraisal Risk analysis

Identify Trainee Skills etc

Appraisal
Review previous performance; achievement against objectives, way in which objectives were met/style Previous experience Reflection on previous T&D activities

Is training the solution? Look at cost /benefits

Write Development Objectives

What outcome from T&D event

Improved performance; Better knowledge/ skills; Networking

Link to T&D plan

How does it fit in with Department?

Resource implications/timescale Equity of provision amongst team

How best to deliver development activity?

Select Development Method

Courses; Research on internet or other resources; Self study; Mentoring; Job shadowing; Structured on the job training, CPD or professional qualification

How to get feedback

Design/ Conduct Evaluation

Test or review improved skills or performance? Reflection through appraisal; 1:1s Feed into Evaluation of T&D plan