Learning and Development

1a) Explain how a learning support practitioner may contribute to the planning, delivery and review of learning activities

C. To plan the assessment of occupational competence to address learner needs and current achievements.

Learning and development is normally part of the appraisal system, but can also be offered and encouraged throughout the whole organisation. The main purpose of learning and development is to improve your standard of work. This can be in the form of training which can either be formal education or training on the job and can be an in-house training program or an external training course.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

This class will help me understand the training and development in details within an organizational setting. We all do some kind of training and development in our day today life and understanding this aspect will make me understand the dynamics of organization and their people in a better way.

* Planning & Design: Creating or adapting the session plan and required resources that embrace learning styles (VAK) of the group, your teaching

There are many different forms for employee development; traditional training such as in a classroom, self-study courses using computer technology can be either the Internet, are using CD-ROM courses. Also establishing an Individual Development Plan which is having the employee do a self-assessment having them assess personal career

A learning and development function provides employees with the opportunities to gain and enhance their skills and knowledge to enable them to perform in their jobs effectively. In addition to providing training for new or inexperienced employees, organisations often provide training programmes for

• Identify and liaise with appropriate and relevant parties to effectively meet the needs of the learners.

2. To identify and develop people's knowledge and skills a yearly learning and development plan is effectuated in order to identify needs and help individuals succeed

Employee development, presents a prime opportunity to expand knowledge of all employees, facilitates cross-training, increases employee engagement, is a retention strategy, and allows to identify those individuals with high potential to support the succession plan. When developing the 1-3-year development plan for my team, I partner with HR to agree on the program, then I start by reviewing their performance reviews, I meet with each team member to learn about their career aspirations, and their areas for development, based on my observation and strategic needs, I will recommend training as well, such as leadership, conflict management, change management etc.; once the final plan is reviewed and approved, is up to the employee and myself to ensure it gets implemented.

Select an organisation and a group of employees. This can be an organisation in which you have experience (as a worker or a client). These employees are expected to develop the knowledge, skills or attributes (think about the characteristics of the organisation and the group i.e. their role/s). Identify three methods used to train and develop these employees and discuss the advantages and disadvantages of the methods and identify how they could be improved for training and developing employees.

For learners the objectives of learning and development are to develop new skills leading to growth in their professional or personal life. There are many ways to identify objectives, they can be identified by the learner and discussed at the review process. Or identified by the organisation and again discussed at the review process. For the organisation the objective of learning and development is to make the workforce more efficient, flexible and able to deliver the organisations results in challenging times. Within Standguide the organisation has created what is known as a competency framework which lays down the skills required for the job role, it is used for promotion, development reward and recognition.

The HR development has to ensure every organization has the skills of development, knowleage and experience in order to keep the long-term and short-term ambitions of learning and developing by themselves.

Training and development activities include: Inductions, Health & Safety training/law, organisation and delivery of training courses, structuring appraisals & Personal Development framework, holding, recording and updating training information and managing training budgets.