List benefits of TNA for individuals.
- Avoid knee-jerk responses
- Gives structured development
- Needs are identified that might otherwise not have been
- Training more likely to be relevant
List benefits of TNA for businesses
- An easily managed process
- Changes may be identified from the business plan
- Avoids knee-jerk responses.
- Training is identified as the correct solution only when appropriate to the needs.
- Need are identified systemically/cost effective
What 4 areas are in Kolb’s learning cycle?
- Concrete experience.
- Reflective observation.
- Abstract conceptualisation.
- Action experimentation.
What are the 4 Honey and Mumford learning styles?
- Activist.
- Reflector.
- Theorist.
- Pragmatist.
What are the 4 areas of the training cycle?
- Identifying training need.
- Determine training objectives.
- Conduct the training.
- Evaluate the training.
What are the 4 areas of the learning matrix?
- Unconscious Incompetence.
- Conscious Incompetence.
- Conscious Competence.
- Unconscious Competence.
What are some examples of on the job training?
- Work-shadowing.
- 121 coaching.
- job rotation.
- Roleplays.
- Accompanied client meetings.
- Mentoring.
What are some examples of off the job training?
- Internal or external training courses.
- Examination preparation.
- Distance learning.
- Case studies.
- Conferences.
List the benefits of producing a structured development plan.
- Ensures all elements are addressed.
- Provides a record of:
– What was agreed and why.
– Who is responsible for the action. - Provides written records required within a regulated environment.
State the relevance of a development plan to the organisation’s corporate objectives.
- Development should increase loyalty to the organisation.
- An improvement in competency will result in increased business.
- Overall improvement in persistency, complaints and KPI’s.
- Meets the regulatory requirement for all advisers to be appropriately trained.
Explain the difference between the need identified and the objectives within a development plan.
Needs:
Describes in general terms what the training need is.
Objectives:
Describes what the individual will be able to do as a result of the training. Under what conditions and to what standard.
What steps could you take to identify a knowledge gap?
- Case study.
- E-learning.
- Test knowledge/Written or verbal.
What steps could you take to identify a skill gap?
- Roleplays.
- Client questionnaire.
- Observation in the workplace.
What are 4 advantages of using accompanied visits as a training method?
- Can help to develop skills and experience.
- Gives direct evidence.
- ‘Real life’ situation.
- Helps assess if learning is being transferred to the workplace.
What are 4 disadvantages of using accompanied visits as a training method?
- Time consuming.
- Validation depends on skill of the trainer.
- Snapshot only.
- can cause pressure on all participants.
- Not effective way of assessing knowledge.
What learning activities appeal to a ‘Activist’?
- New experiences / here and now.
- Have a go / problem solving opportunities.
- Being in the limelight / high profile tasks.
What learning activities appeal to a ‘Reflector’?
- Watching / thinking / listening / observing.
- Preparing / reading / being given time to act.
- Reviewing / analysing situations.
What learning activities appeal to a ‘Theorist’?
- Studying systems / clear goals.
- Time to explore ideas.
- Question logic / check detail.
What learning activities appeal to a ‘Pragmatist’?
- Workplace / role relevant systems and activities.
- Practical activities / solving real problems.
- Shadowing / mentoring.
Explain briefly three benefits of training validation.
- Show that learning has taken place/learning has been completed.
- Show that learning can be applied to the workplace.
- Show that results justify the money spent on training.
