Presentation on theme: "Training Needs Analysis. Ambition in Action www.sit.nsw.edu.au TAFE NSW: Doing business in the 21 st Century The TAFE NSW Workforce Development Guarantee."— Presentation transcript:
Training Needs Analysis
Ambition in Action TAFE NSW: Doing business in the 21 st Century The TAFE NSW Workforce Development Guarantee focuses on developing the critical capabilities need by TAFE staff to do business in the 21 st Century. The ability to undertake a Training Needs Analysis, match training needs to appropriate competencies and provide recommendations, will be very important when providing workforce development services to enterprises and assisting businesses to develop their workforce skills. See slides 19 and 20 for more information
Ambition in Action This workshop is designed as a professional conversation to allow you the opportunity to explore the competency required to undertake a training needs analysis to meet an identified need for a group of learners in an enterprise.
Ambition in Action Topics: Concepts Definitions Process TNA Case Study Identifying training purpose Identifying training needs Generating options Providing advise and reporting Review
Ambition in Action Tasks: 1. Developing a TNA process 2. Undertaking a Training Needs Analysis 3. Selecting a training package to meet the client needs 4. Identifying content, resources, learning activities, assessment requirements 5. Reporting back to the client
Ambition in Action Assessment / RPL: Undertaking this workshop and completing the associated activities may provide evidence towards TAATAS501B:Undertake organisational training Needs Analysis and possibly contribute towards these units: TAADES402B: Design and develop learning programs TAADES401B: Use training packages to meet client needs
Ambition in Action Activity 1 - Reflection Think about a time when you participated in a training needs analysis or a skills audit activity? Was it for you as an individual or for another purpose? How did you document the activity What were your feelings about the process
Ambition in Action Activity 2 - Getting started: Identifying organisational or client needs Who – is the client Why - purpose; organisational requirements What – outcomes; objectives and expectations When – timings and duration Where – workplace; educational institution; home How – recognition and ?
Ambition in Action Getting started: discussion points Developing a professional relationship with the client Developing a consultation plan Who are the right people to talk to?
Ambition in Action Conducting a training needs analysis Methods for collecting information and data Gathering information and data Analysing information and data Matching needs to Training Package units of competency
Ambition in Action Activity 3 Case Study The main activity for this session is modelling the provision of a workforce service to enterprises You will be extract information and data from a number of sources in order to determine the training needs of a group of staff, matching their needs to appropriate competencies and Develop a draft report to the enterprise management team.
Ambition in Action Activity 4 Providing advice to the client Using the information from Activity 3 Develop a draft report to the enterprise management team.
Ambition in Action Discussion: Using a Training Package to meet client needs Analyse and Interpret Competency Standards and Accredited Modules for Client Application/s Competency standards Competency standards and client needs Documentation Analyse the assessment guidelines Meeting client needs
Ambition in Action Discussion: Define the Parameters of the Learning Program in Consultation with the Client/s Every program needs a reason and a purpose Understanding the learners Understanding the scope and breadth of the learning program Confirming relevant standards and benchmarks Matching objectives to benchmarks Sourcing support for the learning program Operations and environment requirements
Ambition in Action Discussion: Generate Options for Designing the learning Program Learning strategy guides the program development Different levels of participants Using existing resources Consulting others on program content Time, cost and logistics considerations Selecting the most appropriate options
Ambition in Action Discussion: Develop the learning program content Matching the subject matter content to design options Evaluating the resources for relevance and quality Customising for the purpose and audience Making activities and materials relevant and engaging Specifying assessment requirements
Ambition in Action Discussion: Design the structure of the learning program Sequencing and segmenting enhance and support the learning Setting the time frame Methods for delivery and assessment Evaluating organisational readiness Summarising the program
Ambition in Action Discussion: Review the Learning Program Evaluating the learning program Enhancing the review process Adjusting the draft program Gaining final approval Making the learning program dynamic
Ambition in Action Examples of skills and knowledge that sit under the Providing workforce development services to enterprises key capability area Understands workforce developments concepts Actively participates in a collaborative team to develop and deliver a range of customised workforce development services Builds and manages client relationships Displays awareness of factors affecting enterprise/business outcomes Builds customised solutions Thinks across disciplines Builds networks and shares knowledge Displays high level flexible training and assessment skills Continuously updates technical currency
Ambition in Action Examples of skills and knowledge that sit under the Interpreting and Customising Training Packages key capability area Displays high level knowledge of Training Packages and able to customise for a workplace context Displays high level knowledge of Training Packages and able to customise for a community context Is able to customise Training Packages across a range of jobs Applies training needs analysis to implement workplace training and assessment strategies Is able to fit the training to the current or aspiring needs of the learner or enterprise Uses the National Training Information System (NTIS) confidently Continuously updates knowledge of national VET system Contributes to the review and development of Training Packages to reflect industry needs
Workforce Development Training Needs Analysis Facilitator: Gerard Kell This presentation and other resources are located on SydNET – myLearning at this address: /index.php/Training_Needs_Analysis