In order to understand how to manage training and learning within organisations, it is important to conduct a review in the form of a Training Needs Analysis (TNA).

Whilst the Organisation will have specific needs relative to Corporate objectives and/or legislation, it is also important to identify “who needs what” and “how” they are going to learn with maximum efficiency. This will allow trainers to effectively manage training and learning within organisations.

Training/ learning should not be a chore but “fun” as it will then create a positive environment and subsequently will have the desired effect.

A useful tool which can be used to understand learning styles is via employees/learners completing a set of questionnaires. Once questionnaires are completed, individual training plans can be developed.

Whilst it’s not always possible for a trainer to cater for all the points raised, collated training plans may reveal a learning pattern and style best suited for the group and/or organisation (i.e., theory-vs-practical approach).

It is important to ensure that (whatever training is communicated in the chosen medium) there is sufficient clarity and empathy with the learners/ delegates. Knowing when they are confused, respecting their views and getting to know their needs is important for success in understanding delegate needs.

Trainers should consider their role as a councillor and guidance provider. This will require them to be non-judge-mental and objective, especially when considering diversity, special needs and equal opportunities.

Does your organisation take into account training and learning requirements or just training?

(Ref: Evidence-Based Teaching A Practical Approach Paperback – 23 Jan 2009, by Geoff Petty)
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