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Managing staff development Chris Schiller Thursday 31 July 2014.
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Transcript of Managing staff development Chris Schiller Thursday 31 July 2014.
![Page 1: Managing staff development Chris Schiller Thursday 31 July 2014.](https://reader036.fdocuments.net/reader036/viewer/2022062308/56649e6c5503460f94b6bf3c/html5/thumbnails/1.jpg)
Managing staff development
Chris Schiller
Thursday 31 July 2014
![Page 2: Managing staff development Chris Schiller Thursday 31 July 2014.](https://reader036.fdocuments.net/reader036/viewer/2022062308/56649e6c5503460f94b6bf3c/html5/thumbnails/2.jpg)
The purpose of training is to:
Reinforce standards Act as a reward for good performance Act as an incentive to keep people Raise awareness Close gaps in performance when knowledge and
skills are the issues Prepare people for the future
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By the end of the session:
You will have built on what you know and can do already and be better able to:Decide whether a performance issues is a result of capability or conductConduct a simple staff development learning needs analysis exerciseCraft learning objectives for individuals and teamsTrack individual and team development interventionAssess and evaluate the impact of a learning interventionImplement an action plan back at work
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Managing staff development
Assessing & evaluating
Addressing the learning need
Performance & gap analysis
Induction to the topic
Start up Final tasks
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FLIPCHART 6
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SpecificMeasurable Quantity-QualityTimeCostAchievableAgreedRelevantTime bound
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Development goals
TerminalDo what?
Behaviour
Conditions With, what, whose or when
Standards How well
In accordance with…
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Formal Education
Training
Job rotation
Podcast
Monitoring
Webinar
Reading
Counselling
E-learning Shadowing
Action learning
Coaching
Web research
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Learning need
Target gp/ind
Delivery mechanism
Success criteria/outcome
Budget/resources
Priority
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Assessing and evaluating
? What did you learn? What are you going to do differently? Any confirmation around what you are already doing correctly
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Next steps and close