I think this is really useful and easy to consider when conducting a TNA or (NA).
Try using Tobey's 4 stages which is (BPLL). This covers the Business, Performance, Learning and Learners perspectives. There are also the 4 different tasks when planning data collection which are 1) identify questions to be answered, 2) identify data sources, 3)identify collection methods and 4) choose data collection method. While collecting data, we need to go back to the BPLL stages to guide us on types of questions to ask.
Also in line to Tobey's 4 stages, it's Gupta's 4 Needs Assessment approaches which is (S,CB,JTA and S). This covers Strategic, Competency-Based, Job and Task Analysis, Knowledge and Skills.
Sunday, July 25, 2010
Thursday, July 22, 2010
Gupta approaches
DACE 4 - My journey on 21/07/10
Hhhmmmm.... what did I learn today?
Gupta approaches to needs analysis has made an impact to how one sees the initial stages of a TNA development.
Gupta talks about the 4 needs approaches which are:-
1) Strategic (-examine internal & external factors that affect performance. - identify gaps between current and future situations) HRM can look at this..
2) Competency Based (identify UK, skills attitudes behaviors * All learned during ACTA)
3) Job & Task Analysis (gathering of info on responsibilities and task for job functions. As a guide to develop new JD) HRM can use this..
4) Knowledge & Skills (identify knowledge and skills that employees must have in order to perform task effectively. Identify interventions to close gaps)
Hhhmmmm.... what did I learn today?
Gupta approaches to needs analysis has made an impact to how one sees the initial stages of a TNA development.
Gupta talks about the 4 needs approaches which are:-
1) Strategic (-examine internal & external factors that affect performance. - identify gaps between current and future situations) HRM can look at this..
2) Competency Based (identify UK, skills attitudes behaviors * All learned during ACTA)
3) Job & Task Analysis (gathering of info on responsibilities and task for job functions. As a guide to develop new JD) HRM can use this..
4) Knowledge & Skills (identify knowledge and skills that employees must have in order to perform task effectively. Identify interventions to close gaps)
Scope & requirements of Needs Assessment
DACE C4 - My journey on 20/07/10
Interesting to note that the latest preferred term for Training Needs Analysis (TNA) which has been used for the past donkey years is now called Needs Assessment (NA). Ya, the incorporation of WSQ assessment theory and needs basis are all part of this influence.
The NA identifies the root cause of the training which addresses a training or non-training intervention. The non-training intervention are most likely HRM issues within a Company which must be dealt by HRM practitioner.
Total agreeable with Brown that the gathering of Data/ information/ reasons are important so that specific training requirements can be developed to accomplish objectives. Not forgetting the closing of Performance Gap must also be considered in NA as Gupta puts.
The overall objective of an NA is to align Performance to business goals. HRM can consider to use the same tools during staff appraisal. These are are some Performance Improvement components that we can consider:-
1) Business and Organizational goals
2) Systemic approach base on outcomes
3) Performance accomplishments and performance
4) Analysis of Performance gaps
5) Interventions to close performance gaps
What I like about the 3 types of interventions mentioned below which can also be contextualise to fit the HRM framework during disciplinary and grievances procedure are:-
1)Motivational, 2)Structure/Process and 3)Knowledge and Skills.
Interesting to note that the latest preferred term for Training Needs Analysis (TNA) which has been used for the past donkey years is now called Needs Assessment (NA). Ya, the incorporation of WSQ assessment theory and needs basis are all part of this influence.
The NA identifies the root cause of the training which addresses a training or non-training intervention. The non-training intervention are most likely HRM issues within a Company which must be dealt by HRM practitioner.
Total agreeable with Brown that the gathering of Data/ information/ reasons are important so that specific training requirements can be developed to accomplish objectives. Not forgetting the closing of Performance Gap must also be considered in NA as Gupta puts.
The overall objective of an NA is to align Performance to business goals. HRM can consider to use the same tools during staff appraisal. These are are some Performance Improvement components that we can consider:-
1) Business and Organizational goals
2) Systemic approach base on outcomes
3) Performance accomplishments and performance
4) Analysis of Performance gaps
5) Interventions to close performance gaps
What I like about the 3 types of interventions mentioned below which can also be contextualise to fit the HRM framework during disciplinary and grievances procedure are:-
1)Motivational, 2)Structure/Process and 3)Knowledge and Skills.
My only Brookfield
DACE C1 - My journey on 06/07/10
Approaches to Reflective Practice
A total of 4 "brothers" all together but I will choose the one that talks about lenses, cos it reminds me of wearing my glasses..
The philosophy of Brookfield which is the easiest to remember and put into practise.
Brookfield has 4 reflective lenses which I wish to share and they are; 1) Autobiographies 2)Learners Perspectives 3)Colleagues Experience 4)Theoretical
I fill that being a trainer, the 3rd lens will be most helpful when you need someone to review and critic your standard as well as welcoming constructive inputs for one to improve in your professional practise. Most of the time we do not see the lack of training gaps within ourselves until we seek comments from other trainers who are willing to be our mentor or peer. The 3rd lens also help me to review my training methods to see if it is update as well as using good practises as a benchmark to review on my continuous education.
1)Autobiographies, is by looking back at our past history in the field of professional practice, pondering on our experience and concepts. Images and personal influences to others will be replayed in our mind.
2)Learners' Perspectives, these are one of our most important stakeholders!, no learner means no job.. anyway they are the ones who can influence your teaching delivery and their honesty in the training evaluation report states if your have meet your goal as a trainer.
3)Colleagues' Experiences, hopefully you can get someone that is able to give you constructive feedback and also be honest with you while he/she bombard you after observing your delivery. Being a trainer, you constantly need someone to validate your standards.
4)Theoretical Literature comes in play when you need to validate your information using formal source in terms of references. Its a form of comparison that you are updated and on track.
Approaches to Reflective Practice
A total of 4 "brothers" all together but I will choose the one that talks about lenses, cos it reminds me of wearing my glasses..
The philosophy of Brookfield which is the easiest to remember and put into practise.
Brookfield has 4 reflective lenses which I wish to share and they are; 1) Autobiographies 2)Learners Perspectives 3)Colleagues Experience 4)Theoretical
I fill that being a trainer, the 3rd lens will be most helpful when you need someone to review and critic your standard as well as welcoming constructive inputs for one to improve in your professional practise. Most of the time we do not see the lack of training gaps within ourselves until we seek comments from other trainers who are willing to be our mentor or peer. The 3rd lens also help me to review my training methods to see if it is update as well as using good practises as a benchmark to review on my continuous education.
1)Autobiographies, is by looking back at our past history in the field of professional practice, pondering on our experience and concepts. Images and personal influences to others will be replayed in our mind.
2)Learners' Perspectives, these are one of our most important stakeholders!, no learner means no job.. anyway they are the ones who can influence your teaching delivery and their honesty in the training evaluation report states if your have meet your goal as a trainer.
3)Colleagues' Experiences, hopefully you can get someone that is able to give you constructive feedback and also be honest with you while he/she bombard you after observing your delivery. Being a trainer, you constantly need someone to validate your standards.
4)Theoretical Literature comes in play when you need to validate your information using formal source in terms of references. Its a form of comparison that you are updated and on track.
Looking into your own reflection
DACE C1 - My journey on 06/07/10
My main phase of the month "Reflective Practice" I just love it! Use it while at work and at personal level. This module reflects your personality as a thinker..
What is reflective practice?
Very easy, it's a process of analysing an issue, reconsidering your past and future actions and lastly questioning past experiences.
Reflection-in-Action, what is this?
It is when you go into deep thoughts while moving/ doing something. Through thoughts, self questioning comes into play instantly.
Reflection-on-Action, what is this?
Something that has already past. You then go into self thoughts to make changes of things that we wish to change or redo it better the next time round. Examining your values, beliefs, ethical and moral actions.
My main phase of the month "Reflective Practice" I just love it! Use it while at work and at personal level. This module reflects your personality as a thinker..
What is reflective practice?
Very easy, it's a process of analysing an issue, reconsidering your past and future actions and lastly questioning past experiences.
Reflection-in-Action, what is this?
It is when you go into deep thoughts while moving/ doing something. Through thoughts, self questioning comes into play instantly.
Reflection-on-Action, what is this?
Something that has already past. You then go into self thoughts to make changes of things that we wish to change or redo it better the next time round. Examining your values, beliefs, ethical and moral actions.
Wednesday, July 21, 2010
DACE C4 - My journey on 20/07/10
It is interesting to note that there are alot of considerations in the field as a Human Resource practitioner as some times the taken for granted self reflections of our daily interactions within the HRD framework as non training interventions which have been left out.
I think at times we just "do it" for the sick of getting a job done without realising that training requirements and needs cannot be accomplished when the root of an issue has not been scrutinize and reviewed by self reflection of both concerning parties involved in a training matter.
The requisition of new knowledge in this DACE programme has made me to be more self aware of my professional practise when dealing with training related issues. It has taught me to look and reflect issues in a different perspective.
It is interesting to note that there are alot of considerations in the field as a Human Resource practitioner as some times the taken for granted self reflections of our daily interactions within the HRD framework as non training interventions which have been left out.
I think at times we just "do it" for the sick of getting a job done without realising that training requirements and needs cannot be accomplished when the root of an issue has not been scrutinize and reviewed by self reflection of both concerning parties involved in a training matter.
The requisition of new knowledge in this DACE programme has made me to be more self aware of my professional practise when dealing with training related issues. It has taught me to look and reflect issues in a different perspective.
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