In my interview with Dr Dominic Cooper on “why has UK’s safety performance flatlined” we discuss and recognise that increasing awareness via training plays a key role in safety performance improvement and future proofing.
If you want to successfully manage training and learning within your Organisation, it’s important to carry out a training review. But how?
You can do this with Training Needs Analysis (TNA).
What is Training Needs Analysis (TNA)?
Training Needs Analysis (TNA) is the process in which an Organisation identifies training and development needs of its employees and learners so that they can do their job effectively.
It involves a complete analysis of training needs required at various levels within the Organisation.
Every Organisation has needs based on their objectives. Having a clear Corporate Safety Strategy will provide clarity regarding the vision, mission, mechanism and pathway for achieving their objectives and targets.
When considering training and learning, it’s important to identify “who needs what” and “how” they are going to learn successfully.
By addressing these skills gaps, we can successfully manage training and learning programmes.
Make Training and Learning “Fun”
By making training and learning “fun” activities, we create a positive environment, which in turn generates positive results.
Develop a questionnaire. Then review completed questionnaires by employees and learners to help develop training plans based upon their needs rather than imposing management’s needs.
Can’t make everyone happy, but…
Of course, it is not always possible for a trainer to cater for everybody.
Training needs and plans can show learning patterns and styles that are the best (or optimum) for the group.
Whichever training is provided by whatever means, it’s important to make sure that there is no confusion. This defeats the purpose.
Knowing when employees and learners are confused, respecting their views and getting to know their needs is important for success.
Remain neutral and steady…
If you are a trainer, think of your role as a councillor or guidance provider.
As a trainer, you should remain neutral and not be judgemental.
Very important: don’t forget to take into account diversity, special needs and equal opportunities.
On a final note, when thinking about training and learning, ask yourself “do we take into account training and learning requirements or just training?”
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