My discussion replies
Agree with the various comments.
I have often used as a train the trainer exerise the task of someone lighting a match. You often have matches on the floor as the trainer forgets to orientate the box correctly, tryng to strike the match from the wrong end and/or in the wrong place. Also picks up issues around left v right handed. Can be done in pairs.
Yes we do follow up and feedback results. This includes setting up action teams to look at areas for improvement and these are done departmentally to ensure relevance to the particular site/department. How much improvement or changes are made does vary. We do engage with staff at all levels but as with many "voluntary" activities it is often the same people that volunteer to get involved. On a positive note the results have improved year on year but many respond in the middle ground (neutral) rather than being positive.
Sounds interesting. Do you have any information or contact for info?
I think i have one in the depths of my filing. Are you still looking for a copy?
Love the prayer. I saw it once before, but never had it in writing. No doubt will be a great addition to my session!
Whenever I have had Finance trainees I have required them to start their professional qualfication (ACCA or CIMA) immediately and one of the measures was successful completion of each of the levels. Therefore as part of the training programme we identified the study method, time off for revision, how we would handle someone failing an exam/retakes, etc. Simlarly with commercial trainees, I have agreed with the business an appropriate professional qualification - marketing, purchasing, etc. and that has been written into their programme.
With regards to general skills, you need to agree with the business what format the programme will take e.g. will it based on 3 or 4 job rotations/projects. You also need to agree what are the key generic competencies for success and provide training and development to support those.
Hope this helps.
I have some options that might be of interest. You might also want to consider an oral fact finding exercise. Please contact me at [email protected]
We have the correct policies and procedures in place and I was looking for materials to assist with training in difficult area of dismissing someone due to poor attendance/sickness absence, not conduct or poor performance (I have those).
Jo, I disagree with Larry. A competency framework can work but it depends on how it is positioned in the business. The best ones I have been involved with have clear development guides associated with the competencies with a range of development options. They also recognise that not all competencies apply to all jobs so allow for some element of selection such as
H = High High importance for current role
M = Medium Medium importance for current role
L = Low Low importance for current role
N/A = Not applicable. Not applicable to current role
In addition you need to allow that some groups will have technical/professional competencies and so you may have core business competencies that apply to all functions and some that are specialist or specific to a particular department.
I have learnt a couple of languages over the years and tried others.
I agree with others comments that it is an individual approach and not a quick process.
The Accelerated Language materials are a good introduction, but will not get you to your ambition of being fluent. Some local authorities offer conversational classes in addition to the normal exam based ones and that helps.
The best and most sucessful experience I have had is studying in-country. Whilst this can be expensive, the costs vary greatly and it can be a great holiday - for example, learn in the morning and then time to do other things! Even my husband managed to improve his French noticably by spending just a week on a residential course (although a week is not long enough).