In short, this is an analysis of current organisational skills against current and future skills needs. I am extremely experienced in this process, having carried it out on numerous occasions for policing, law enforcement, education, engineering and IT employer organisations.
With significant experience in developing national and bespoke training plans, in a wide variety of sectors, a key element within my offer is to develop (in tandem with identified subject experts within your organisation) the content of the training packages to meet your identified needs. A key tool in this process are units of assessment which can be created and adapted to form elements within a recognition and accreditation framework. In addition, the delivery medium will need to be decided on the basis of cost and effectiveness.
As an experienced training manager I am happy to oversee and coordinate the delivery of training and its assessment. This might include managing the training through e/m-learning; work-based study and training by experienced, qualified, capable and engaging trainers; through using external training and assessment providers; contracted specialist Coaches providing Action Learning, Coaching, Mentoring or NLP training to your staff.
I am very experienced in working with awarding organisations, developing units of assessment – tools that are at the heart of current recognition and formal accreditation within the National Qualifications Framework (NQF) and the Qualification and Credit Framework (QCF). Employing organisations are generally not prepared to meet the costs of formal accreditation, however it maybe useful to ensure that training is ‘accreditation-ready’ (i.e. based on National Occupational Standards or units of assessment) should it be necessary for compliance or other reasons.
Understanding the impact of training interventions is key to knowing whether money spent on developing and delivering it is money well spent. Historically, evaluation has been about checking how participants felt about the training and what they have learnt. That’s far from being good enough information today. Now it’s necessary to prove the worth of training by uncovering how it has affected on-the-job actions, results, impacts on productivity, and any improved capability & capacity to meet organisational production / service needs. I am experienced in doing this through designing and building in appropriate measures within training programmes. It can and should be done.