Sep 23, 2016

For today’s post I want to share with you a range of tools and methods you should consider using when identifying the learning and development needs of your work teams.

1. Job descriptions

Written statements of job requirements that detail the duties to be performed and the desired knowledge and skills of the individual. A job description may also define what qualifications or experience a person must have to be considered for a position. A copy of an organisation's job description for a specific position will help you to establish the duties to be performed and the preferred skills and knowledge for that job. The criteria in a job description will help you to establish the level of performance (desired competencies) for that position.

2. Competency Standards

Sets of standards that outline the skills and knowledge necessary to carry out specific tasks. These standards describe the personal skills, attitudes, technical skills, knowledge and attributes of an individual to effectively and efficiently undertake the day-to-day tasks of their work function.

3. Performance Reviews

Formal sessions that are conducted at least once a year between managers and employees to discuss performance and professional development needs. A performance review will help to determine skill and knowledge gaps and is an opportunity to develop a learning plan for the next 12 months. An individual may need training in a specific area or be given opportunities to further develop their skills with increased responsibilities.

Areas for learning and development can also be identified by undertaking the following methods:

1. Career Planning / Development Sessions

Career planning and development sessions (www.livecareer.com) may include meetings with team members to discuss their short-term learning requirements and long-term career options within the organisation. In this discussion the skills they need to help further their career can be determined and ways to acquire these skills can be identified. Together you can select the most appropriate options. This can also be done at a performance review and followed up in separate sessions.

2. Recognition of Prior Learning (RPL)

RPL is a formal process that allows an individual to have their existing skills and knowledge recognised by providing evidence of their competence, such as certificates or demonstrations. In this process, the person's skills and knowledge are checked against a list of specific skills. These skills may be taken from national competency standards (www.training.gov.au) or an organisation's list of required skills. As well as identifying existing skills and knowledge, the process will also identify gaps against the performance requirements of a job.

3. Observing the Team

Observing the team on a day-to-day basis provides one of the best ways of identifying learning needs. By watching how individuals handle their tasks and deal with others, the quality of material they prepare and their ability to solve any problems that arise, you should be able to assess where any learning gaps occur.

4. Discussion with Individuals

Discussion with individuals may occur when an individual has identified a learning gap that needs to be urgently addressed if they are to perform their duties effectively and it therefore may not be appropriate to wait until their formal performance review.

5. Workplace Skills Assessment

A workplace skills assessment can assist an individual to identify skill and knowledge gaps when compared against the set standard of skill.

6. Self-Evaluation

   By encouraging team members to regularly self-evaluate their work performance and identify areas for improvement, they may identify their own areas in which they need advice or extra training.This method of skill identification means that the individual is taking responsibility for their own learning and professional development and is a strong motivator. There are a number of opportunities for you to encourage self-evaluation and these include:

   • Incorporating a task in individual learning plans where team members are required to think about a training or learning development activity which may help to improve their skills and knowledge.
   • Asking the team member to list the outcomes they are hoping to achieve and questions that they want answered before participating in a training session or learning development activity.
   • Discussing both individual and the team's needs at the weekly team meeting and asking team members to report on outcomes of their day-to-day activities.
   
   

   For more information, take a look at New Horizons' Learning and Development training courses.

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