Page 87 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 4: Training and Development

knowledge, attitudes or skills so they can perform work tasks better’. Taken together these Notes
definitions say two things:
1. Training is directed towards agreed standards or objectives. These are sometimes
called learning outcomes — what you want people to learn from training.

2. The person being trained participates with the trainer in the training activity, rather
than simply receiving instruction.
Training usually involves participation. This means that a person being trained has an active
role in the training process, rather than a passive role. Also it often takes place in the
workplace or community where the skills and knowledge being communicated will be used.
Learning
Teaching and training are about communicating information and facilitating learning. Learning
is what people do when they receive that information. But learning is more than collecting
information — it must also involve a permanent change in behaviour, attitude or
understanding. For example, health workers have only truly learned about a new drug if
they fully understand when and how the drug should be used, not just if they have learned
the name of the drug.
We have already identified the training needs. For training to be useful in the workplace
the planned objectives must meet the needs of the participants. This stage is the basis of
setting up successful training.
We then look at different aspects of running a training session, including thinking about the
environment, using visual aids, adapting existing training materials, deciding who should
attend training and involving participants.
This can help trainers assess whether training was successful in achieving its objective and
what impact training has had on the work effectiveness of trainees. It can also help to
identify what further training and support people may need.

4.1.2 Assessing Training Needs
Training is a means of communicating new knowledge and skills and changing attitudes.
It can raise awareness and provide people with the opportunity to explore their existing
knowledge and skills. But, to be effective, training should be based on the needs of the
people who are being trained (the participants). Training needs should be identified by both
participants and their managers. Training should not only meet the needs of people being
trained, but should meet the needs of the organisation or project they are working for, and
contribute to better services or standards for service users.

A training need is the gap between what somebody already knows, and what they need to
know to do their job or fulfil their role effectively. By identifying training needs trainers
can decide what the objectives of the planned training should be. The first step in identifying
training needs is to assess the current level of knowledge and skills of the participants. The
second step is to clarify what skills, knowledge and attitudes people need to do their jobs
or tasks.
An assessment of training needs can be done in a number of ways:
Questionnaires: Questions need to be clear, specific and simple. Avoid closed questions (i.e.
those having a yes or no answer) as these identify what people think they know rather than
what they actually know. Questions should be geared towards finding out whether people
have the skills and knowledge you think they need to do their jobs effectively.
Group discussions with participants: These enable health workers to share comments and
observations about what is happening in their workplaces and what skills they feel they may
need.

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