Having just completed my L&D Level 3 qualification with DPG, I'm now being given the opportunity to put what I've learned into practice......but I need your help!

We are developing a new online tool for assessing the skills of individuals based upon the required skills of their job roles and then identifying the most appropriate training intervention if there is a shortfall. 

In addition to this, we are looking at designing a Learning Record Store (LRS) to capture all training activity and allow people to log theirs to keep records up-to-date via PCs and mobile apps.

With this in mind, I would be really interested to know how people conduct Learning Needs Analysis currently and how they are recording training within organisations to ensure that we create something with true L&D value (and that I was paying attention during the DPG workshops!!!)

If anyone would like to share this information then I would be happy for them to be guinea pigs when these tools are live (feedback is always good!). If you'd be happy for me to contact you for a chat then please email me at andystopps@maguiretraining.co.uk or contact me through the community. Your help would be much appreciated!

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Replies

  • H Andy,

    I've not long started Level 3 (and am hoping to complete level 5 next year) pre starting though I attended a 2 day workshop with Management Forum and we covered off a TNA, using a matrix - only on excel but I have since then tailored it to include all the face to face workshops I organise, plus the online course availability, SOP and compliance training and a section for additional bespoke training requests. 

    It was a good starting point and although by no means not perfect - it has been well recieved by the front line managers when I met with them individually to discuss their team requirements and they have utilised it further during their mid year reviews.

    We are about to introduce competancies next year - which will bring a whole new ball game for us - and the 2016 catalogue will be built round these using a blended learning program which hopefully will reduce the gaps substantially next year and ensure our devellopment needs are fit for purpose and aligned not only with the business objects,but also both the personal and business needs to meet the coming challenges.

    Good Luck with your "adventure" be interested in hearing how it progresses!

    Best, Jo

    • Hi Joanna,

      That's really useful - it will certainly be interesting when you begin to include competencies into the mix.

      Our new tools are due to launch in January. It would be really good to get your feedback then if you don't mind?

      Thanks

      Andy

      • Sure...no problem!

        Best, Jo

  • Hi, <br />
    Over the years i have adopted a learning &amp; training matrix which maps job descriprion/requirements againsr individual strenths and weaknesses. <br />
    <br />
    Where weaknesses are identified against job tasks it is highlighted as a training need. All training needs are then grouped together in order of their occurrences within job descriotions which is then packaged into existing training offered or new training courses are created adapted and created, reviewing job description.<br />
    <br />
    Just a quick tip: training matrix is designed in table form with label tabs which lead from one page to another. The last tab done the final analysis which shows the actual training needs.

    This application can be designed in-house using excel or access databse using the front end for easy user-interface manipulation.
    <br />
    <br />
    Not sure if this helps. Good luck though.
    • Hi Tabitha,

      That sounds like a really useful tool and not dissimilar from what we have in mind. Do your colleagues find it useful and do they review it regularly to ensure continual development?

      Thanks for your help too

      Andy

      • Hi Abdy,&amp;lt;br /&amp;gt;&lt;br /&gt;<br />
        &amp;lt;br /&amp;gt;&lt;br /&gt;<br />
        It's been a great tool and quite easy to use. It gets reviewed and updated on an annual basis based on feedback from system administrators and employees.&amp;lt;br /&amp;gt;&lt;br /&gt;<br />
        &amp;lt;br /&amp;gt;&lt;br /&gt;<br />
        Managers and line managers with HR are also able to draw out reports for supervision and appraisals to clearly identify areas where further learning, training and development is required, forming a concrete CPD basis.
        • Hi Tabitha, thank you for sharing this. Could you let me know how big is your organization? Is this part of the performance management proces?

          thanks again

          Maricel

          • The mentioned approach has been developed over a period of time, starting with an FE college with over 80 staff. However, i have implemented the same system approach within small provider organisations with 8-12 staff and now looking to implement within a very small charity.

            In all environments it has proved to be highly effective.
  • We use a skills capture tool called Skills Manager by IBM - it does the job but users don't find it that friendly, so I would be interested in hearing of alternatives.

    • Thanks Julia, I'll certainly have a look at Skills Manager. You'd have thought that a company like IBM would offer something both substantial and easy-to-use, but maybe they've got too tied up in the computing technology? I'm happy to share what we are developing with you when we're at a point where we've agreed the main functionality.

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