1. Training in the workplace Training in the workplace- 2010 - John Mc Donald Learning outcomes – Monday 9 August 2010 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

2. Glossary of training terms Training in the workplace- 2010 - John Mc Donald Affective Brainstorming Cast study CBT Cognitive Competency Competency standards Facilitator Feedback icebreaker Learning contract Mentor Networking Outcome OHP Reinforcement RPL TNA Trainer Workshop

3. What is the national training agenda? Training in the workplace- 2010 - John Mc Donald Why has Australia experienced significant social & economic changes over the past 10-15 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

4. What is competence? Training in the workplace- 2010 - John Mc Donald 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

5. What is a competent workplace performance? Training in the workplace- 2010 - John Mc Donald 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

6. What attitudes and values contribute to competent performance? Training in the workplace- 2010 - John Mc Donald 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

7. What makes competency-based training effective? Training in the workplace- 2010 - John Mc Donald 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

8. The Training Process Training in the workplace- 2010 - John Mc Donald Identify theNeed Evaluate Evaluate the Training Deliver Deliver the Training Plan Plan the Training

9. The systems approach Training in the workplace- 2010 - John Mc Donald Assess the need Assess the trainee Assess the skill required Design and deliver the program Evaluate the training program

10. Advantages of the Systems Approach Training in the workplace- 2010 - John Mc Donald 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

11. What is structured training? Training in the workplace- 2010 - John Mc Donald 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

12. What are the responsibilities Staff & Line managers Training in the workplace- 2010 - John Mc Donald 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? 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)