Training, Needs Analysis & Design - QQI Level 6
A Training Needs Analysis consists of a series of activities conducted to identify or solve problems. Making training count is the way to influence the future success of your organisation. This course replaces the old train the training and is part of the new special purpose award.
Training Need Analysis(TNA) is the process followed in identifying the gap between employee current knowledge, skills and attitudes and the needs of training.
Training needs analysis is the first stage in the training process and involves a procedure to determine whether training will indeed address the problem or training needs that have been identified.
This training needs analysis and design QQI/FETAC Level 6 course is designed to give you the necessary skills required to carry out a training needs analysis in your company and possibly improve training provision in the future as a result of identifying the training gaps.
To avail of our special offer call 0504 49155 for further details.
The IITD National Training Awards are now firmly established as the premier recognition for excellence in learning and people development in Ireland.
I would recommend you read this book as it has lots of case studies and practical guides, it can be purchased through Amazon, Learning Needs Analysis and Evaluation (UK Professional Business Management / Business) Paperback – 1 Apr 2003 by Frances Bee
Learning Needs Analysis and Evaluation will help you to ensure that learning in your organisation is focused in the right areas and on the right people. It will enable you to assess whether learning interventions actually work and deliver improved performances that make a difference to your business. Easy to navigate and clear sections that are full of practical case studies and visual aids take you step-by-step through the process of designing, developing and implementing learning programmes.
Taking business needs as the major driver for learning activities, Learning Needs Analysis and Evaluation explores how learning needs are identified and then clearly specified to ensure that training is targeted effectively. It covers the key area of how to plan for learning - setting out the role of learning strategies and learning plans - and presents a systematic four-stage evaluation process to assess whether the learning has been successfully transferred to the workplace and the extent to which it meets organisational objectives and provides value for money. This is essential reading for HR professionals and business leaders looking to implement learning strategies within their organisation that achieve tangible results.
I would also recommend you read, Training Design and Delivery: A Guide for Every Trainer, Training Manager, and Occasional Trainer Paperback – 30 Jun 2015 by Geri E. McArdle (Author)
Master, trainer Geri McArdle’s refresh of Training Design and Delivery makes accessible the proven principles and tools that countless trainers rely on.
Her third edition highlights new training delivery systems that have had an immediate and far-reaching impact on training. More importantly, it hones in on their technologies. McArdle has substantially added to the section on delivery and provides new chapters on project management and international training.
This simple, single-source guide to developing and implementing training belongs on the bookshelf of every trainer.
In this book you will learn:
- What it takes to meet standards of training design, development, and delivery
- How to use a multi-step training program design tool to create a training module and program
- Which tools and techniques to use to open, conduct, and close a training.
At the end of this module, participants should be able to:
- Explain the background and context of training and development (T & D)
- Discuss the organisational context of T & D.
- Identify primary contributors to adult learning theory and explain key adult learning approaches and methods.
- Discuss a range of instructional design systems (ISD) approaches and models.
- Explain the Training Needs Analysis (TNA) process, review a range of TNA models and discuss their application in a variety of organisational settings.
- Select a TNA model and implement an effective TNA process that incorporates outputs in terms of priorities and of knowledge, skills and attitudes required.
- Devise training plans based on prioritised training needs, including a cost benefit analysis.
- Explain key issues around the setting of training objectives.
- Set appropriate objectives and design and develop a range of appropriate training interventions