Question

2.A learning plan that meets individual and group training and development needs will be collaboratively developed, agreed to and implemented. Draw on your own experience and that of others, plus independent research, to determine why prospective learners should be consulted about the type of learning to be delivered and the structure of the learning process. (250-300 words)

4.Provide an example of a learning plan for an individual. This plan might be for someone you work with. Alternately, it might be for a friend or family member who needs to or wants to obtain certain knowledge or develop specific skills to join the workforce.

Comment on:

1. The level of detail provided in the plan.
2. Whether the plan was created in consultation with the intended participant and how this consultation was carried out.
3. In general, how effective the plan was (or you believe will be) in achieving the stated goals. Explain why you think it will be or will not be effective.

Act 6. 2 - Why is it necessary to consider, when designing a program, the physical resources that might be needed? Use examples where appropriate. (120-150 words)

act 8 - 1 Effective training will incorporate a range of activities and support materials appropriate to the achievement of identified competencies. Explain what this means. (200 words)

act 8 - 2 Choose a topic around which you could create a development opportunity. For example:

1. A procedure that you need team members to follow.
2. A piece of information that you have to convey.
3. A skill that a team member needs to use.

Complete these steps:

• define the goal of the learning opportunity by completing this statement (use bullets if there is more than one goal):At the end of this learning opportunity participants will...
• describe what you will coverthe learning/ training content
• describe the learners (eg age, experience, education level, industry in which they work)
• describe the methodology, activity or development opportunity that you will usewhy you have chosen that methodology, activity or development opportunity

You need to create a range of activities. What activities would you create? Explain how and why these are relevant and useful.

What materials could be used to support the learning? Describe them or provide examples.

act 9 Managers and supervisors must approve the resources and timelines required for learning activities in accordance with organisational requirements. Explain why this is necessary. (150 words)

Activity 10

1 The operations manager is planning to send all employees across the nine different stores to a two-day course on customer service. The aim is to develop a customer centric culture across the organisation as well as provide instruction on exactly how to interact successfully with customers.

• How can the operations manager gather feedback to measure the effectiveness of the training at all four of Kirkpatrick's levels to improve future learning programs? Describe some tools and techniques that could be used. (150-160 words)

2 Comment on the retrospect methodology of gathering feedback. (200 words)

• Explain:
• what it is and how it should be used
• how beneficial would it be in terms of building a learning culture
• how it could be applied in work based training
• whether it would work well in a situation where the training was not face to face
• If necessary, conduct independent research. (300 words)

3 List six ways in which feedback collected from individuals and teams at the conclusion of a training program can be used.

act 11

2 What type of additional support would you require to move from conscious incompetence to unconscious competence? (200-250 words)

3 In a previous activity the operations manager organised customer service training for the whole staff. Suggest some additional support mechanisms that could be put in place for the following groups of employees in order to effect the desired change in culture:

• Senior executives in head office.
• Store management.
• Frontline sales staff.

4 Why is it necessary to assess and record the outcomes and performance of individuals/ teams as a result of training? Give four reasons.

Activity 12

1 If a member of your team had created a learning and development plan for themselves that involved undertaking a lengthy and expensive course that had little direct relevance to their work, or the work of the team, how would you handle this?

2 Learning plans might need to be modified to improve the efficiency and effectiveness of learning and the circumstances under which it might occur. Explain what this means. Give examples, where relevant. (100 words)

Activity 13

Create a learning and development register that could be used to record training history and employee competency. What details should it contain? Who should manage it? Who should have access to it? Are there other ways that learning and development outcomes should also be recorded?