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Needs Analysis for Workplace SfL. Aim. to enable participants to make an informed choice of suitable methodology for workplace Skills for Life needs analysis. Overview. Effective practice model Skills-checking, initial and diagnostic assessment Case study – LB Barking and Dagenham

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Presentation Transcript

Aim

  • to enable participants to make an informed choice of suitable methodology for workplace Skills for Life needs analysis


Overview
Overview

  • Effective practice model

  • Skills-checking, initial and diagnostic assessment

  • Case study – LB Barking and Dagenham

  • Needs interviewing activity

  • Break ca.11.20

  • Lunch 13.00


An effective practice model
An effective practice model

  • Survey managers’ views of needs

  • Survey unions’ views of needs

  • Carry out employee training needs survey

  • Produce training needs report


Aims of needs analysis
Aims of needs analysis

  • Identify specific goals – vocational / SfL

  • Raise awareness – managers and employees

  • Reach least confident / motivated employees

  • Work with providers to develop relevant programmes


Identifying employees sfl needs
Identifying employees’ SfL needs

  • SfL confidence-checking (screening)

    Refer to provider for

  • Initial assessment

  • Diagnostic assessment


Sfl confidence checking screening
SfL confidence-checking (screening)

  • Short – usually around 15 mins

  • Helps find out whether someone might have a literacy, language or numeracy need

  • Checking confidence to identify employees with SfL below Level 2


Initial assessment
Initial assessment

  • Usually takes about 30 minutes

  • Maps learner’s skills against a level or levels within national standards

  • Helps allocate learners to appropriate programmes

  • Training needed to carry out / interpret results


Diagnostic assessment
Diagnostic assessment

  • Takes several hours, usually over period of time during induction or in early stages of training programme

  • Much more detailed learner profile on skill levels – spiky profiles

  • Informs individual learning plans and provides evidence for suitability of training

  • Carried out by trained specialist


Possible sensitivities
Possible sensitivities

  • Will make jobs less secure

  • Don’t need any SfL training as are OK at their job

  • Will be seen by others as being ‘stupid’

  • Identified as the cause of inefficiency in the organization

  • Do not want to repeat negative experiences of school or other training


Overcoming sensitivities
Overcoming sensitivities

  • Voluntary and confidential, supportive rapport

  • Involve ULRs

  • Do not ‘single out’ individuals or small groups

  • Take place during the employees’ working hours

  • Explain clearly purpose and benefits


Overcoming sensitivities1
Overcoming sensitivities

  • Do not require employees to answer questions

  • Use appropriate, non-technical language

  • Encourage employees to identify own development needs and goals

  • Provide an interpreter where necessary


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