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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 Needs interviewing activity Break ca.11.20 Lunch 13.00
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
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 SfL confidence-checking (screening)
Refer to provider for Initial assessment Diagnostic assessment
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
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
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 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 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 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