By Aileen Wood
This booklet discusses the problems surrounding the implementation and 'selling' of a finished library employees education programme. Importantly, it comprises many attempted and confirmed options utilized by the writer; it's also typical documentation that readers can use of their personal enterprise for education purposes.
- Covers the differing kinds of teaching and the professionals and cons of each
- Discusses the executive function as a metamorphosis agent
- Shows the best way to enhance programme goals and measureable outcomes
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Additional resources for A Comprehensive Library Staff Training Programme in the Information Age
To ensure that workforce stays fit for purpose and fit for practice, an organisation must have an effective training and development strategy that addresses any performance gaps or deficiencies in the workplace. A training needs analysis is the process of gathering information and interpreting data to identify the performance areas for improvement within an organisation, whether as a corporate entity or at an individual level. g. culture, policy and procedures, performance indicators, targetsetting.
Anything more to be said? Have all the points been covered? ). Always start with something positive, such as asking the appraisee to focus on achievements and successes. The appraiser needs to find something, no matter how small, to praise. This could be answering a complex enquiry, completion of a project, consistency in output or mastering a new skill. Encourage the appraisee to reflect on: real circumstances and actual behaviour; perception of self; perception by others; effect that the appraisee has on others; blind spots (perceived or actual).
1), the outcome must indicate actual needs rather than a wish list. It is no good training someone on a financial package, for example, if those skills are not going to be used for, say, another year or more. Once the needs have been determined, the next step is to decide on the level and preferred mode of learning and the criticality of the training. 1 Training needs analysis approach 1 Identify and collect information on training needs Collect training needs from staff appraisal, company performance, profiling, psychometric testing Match skills required against needs identified 2 Collate results 3 Recognise problems and suggest solution Identify key functions, what is needed to become more effective or to improve performance 4 Identify problems with wider implications Identify any organisational issues or team inadequacies 5 Prioritise needs Identify what has to be done first, methods, modes of delivery, costings and benefits gained 6 Assess budgetary constraints and resource allocations Identify how much training will cost, what resources are available, what can delivered, what should be delivered be 7 Create action plan and communicate results Formulate into training and development programme and inform staff 8 Implement training programme Put into action – course, workshops, informal activities Assess the success and impact of training undertaken 9 Monitor and evaluate 10 Identify new training needs Start process anew 25 Library Staff Training in the Information Age The level and complexity of the training relates to the amount of knowledge needed by the individual to perform the work task or competency satisfactorily.
A Comprehensive Library Staff Training Programme in the Information Age by Aileen Wood