Wednesday 25 February 2009
Saturday 21 February 2009
Example of a Reflective Statement
Hi All,
As Lorna discussed last week.
Here is the exaple of a reflective statement on Training Needs Analysis interview which was observed by the lecturer of the course I was doing at the time.
It was originally a word document which was presented as an assignment required for course evidence.
The only problem is I do not know how to attach it like an email.
So here it is below, enjoy!
====================
Chartered Institute of Personnel and Development
Certificate in Training Practice
Skills Assessment 1
Reflective Statement on the
Training Needs Analysis Interview
with Xxxxxx Xxxxxx
of Xxxx Xxxxx Ltd
Author: Brian McRae
Date: 13th December 2005
Contents
Title
Contents
My Performance
Things that worked.
Things that did not work.
The effectiveness and suitability of the documentation.
Things that worked.
Things that did not work
Supporting effectiveness and good practice
Outline of operational indicators that can help the individuals and organisation more effectively
Ensuring that the requirements of the relevant legislation are met.
My Performance
Things that worked.
Prior to the interview we had discussed the candidates job and performance, this had allowed be to gain a better background understanding of his role in the company. I started with some nerves, and due to the interview plan and the progress of the plan I started to relax and communicate with a good ice breaker and body language showing support.
This helped the candidate to relax and feel at ease. With the information I already had, I could supported and encouraged the candidate to discuss and relate the points to the organisational data. The summaries worked, again due to the plan and also helped me to limit the multiple questions asked.
Things that did not work.
I slightly over ran on the interview which indicates to me that I had too many questions. I got too involved discussing details and I agree with both the lecturer and the candidate that on occasions I lost eye contact with the candidate due to writing things down. In future I should summarise more in the writing and or explain to the candidate that I will be doing this.
Personally I found myself reacting facially to the answers given by the candidate on occasions. I feel this may give the wrong impression to the candidate although on this occasion it seems to have been seen as supportive. I had planned to review after question 5 but after question 4 in the actual interview I decided to take a review at this point instead as at this point we had discussed various topics.
The effectiveness and suitability of the documentation.
Things that worked.
Prior to the interview the pre-questionnaire worked well and allowed the gathering of good data about the candidates position and role in the company. This data helped me feel more confident about what questions I could ask during the interview. The data gathered on the company and its objectives were more difficult. The information I found gave me an insight into the type of company and its operations. All of this information was invaluable as background to allowing the interview to run smoothly.
Things that did not work
In hindsight there were too many questions in the questionnaire. Although relevant to the candidate being interviewed I found that some of the questions had no relevance to an individuals I had practiced with at my current place of work. This individual was happy to be just working away and was not interested in further career development or learning development.
Some questions were not related to the company goals as well as they could have been this was due to a lack of detailed information about the company goals. The questionnaire was retuned on the day of the interview and gave me limited time to take in the information and possibly adjust some of the questions I had planned. I would look to get this questionnaire earlier to allow some time for this type of study to take place.
Supporting effectiveness and good practice
Outline of operational indicators that can help the individuals and organisation more effectively
The implementation of such an operational indicator as TNA interviews could have a significant affect on both the employees and the company I currently work for. Some of the main impacts would be a formal system of feedback from the employees on the success of the current company projects and plans. The company currently has no formal feedback system to appraise the employees training nor does it have any feedback system other than a verbal system applied informally by some team leaders through the union member to company management. TNA interviews would allow information direct from the production/operational areas to company management that may allow further considerations to be taken into account when making plans.
If any of the feedback were to affect the operational employees positively this would help to create a more positive atmosphere, which in turn would help the company to improve production in the longer term.
Ensuring that the requirements of the relevant legislation are met.
Considerations must also be made for legislation when planning and performing TNA interviews within a company. In particular the Disability Discrimination Act (2005) has many items that can affect the planning and performance of TNA interviews, such as making provision by having hearing loops for hearing impaired individuals or performing the interview in a room that has good disability access such as no stairs. Further legislation that can be considered would be the Data Protection Act (1994 & 98) and the collection, processing and storing of data and the transfer of the data within the EEA (European Economic Area) unless the receiving country has equivalent protection for personal information. Many countries do not have equivalent protection, notably the USA.
As Lorna discussed last week.
Here is the exaple of a reflective statement on Training Needs Analysis interview which was observed by the lecturer of the course I was doing at the time.
It was originally a word document which was presented as an assignment required for course evidence.
The only problem is I do not know how to attach it like an email.
So here it is below, enjoy!
====================
Chartered Institute of Personnel and Development
Certificate in Training Practice
Skills Assessment 1
Reflective Statement on the
Training Needs Analysis Interview
with Xxxxxx Xxxxxx
of Xxxx Xxxxx Ltd
Author: Brian McRae
Date: 13th December 2005
Contents
Title
Contents
My Performance
Things that worked.
Things that did not work.
The effectiveness and suitability of the documentation.
Things that worked.
Things that did not work
Supporting effectiveness and good practice
Outline of operational indicators that can help the individuals and organisation more effectively
Ensuring that the requirements of the relevant legislation are met.
My Performance
Things that worked.
Prior to the interview we had discussed the candidates job and performance, this had allowed be to gain a better background understanding of his role in the company. I started with some nerves, and due to the interview plan and the progress of the plan I started to relax and communicate with a good ice breaker and body language showing support.
This helped the candidate to relax and feel at ease. With the information I already had, I could supported and encouraged the candidate to discuss and relate the points to the organisational data. The summaries worked, again due to the plan and also helped me to limit the multiple questions asked.
Things that did not work.
I slightly over ran on the interview which indicates to me that I had too many questions. I got too involved discussing details and I agree with both the lecturer and the candidate that on occasions I lost eye contact with the candidate due to writing things down. In future I should summarise more in the writing and or explain to the candidate that I will be doing this.
Personally I found myself reacting facially to the answers given by the candidate on occasions. I feel this may give the wrong impression to the candidate although on this occasion it seems to have been seen as supportive. I had planned to review after question 5 but after question 4 in the actual interview I decided to take a review at this point instead as at this point we had discussed various topics.
The effectiveness and suitability of the documentation.
Things that worked.
Prior to the interview the pre-questionnaire worked well and allowed the gathering of good data about the candidates position and role in the company. This data helped me feel more confident about what questions I could ask during the interview. The data gathered on the company and its objectives were more difficult. The information I found gave me an insight into the type of company and its operations. All of this information was invaluable as background to allowing the interview to run smoothly.
Things that did not work
In hindsight there were too many questions in the questionnaire. Although relevant to the candidate being interviewed I found that some of the questions had no relevance to an individuals I had practiced with at my current place of work. This individual was happy to be just working away and was not interested in further career development or learning development.
Some questions were not related to the company goals as well as they could have been this was due to a lack of detailed information about the company goals. The questionnaire was retuned on the day of the interview and gave me limited time to take in the information and possibly adjust some of the questions I had planned. I would look to get this questionnaire earlier to allow some time for this type of study to take place.
Supporting effectiveness and good practice
Outline of operational indicators that can help the individuals and organisation more effectively
The implementation of such an operational indicator as TNA interviews could have a significant affect on both the employees and the company I currently work for. Some of the main impacts would be a formal system of feedback from the employees on the success of the current company projects and plans. The company currently has no formal feedback system to appraise the employees training nor does it have any feedback system other than a verbal system applied informally by some team leaders through the union member to company management. TNA interviews would allow information direct from the production/operational areas to company management that may allow further considerations to be taken into account when making plans.
If any of the feedback were to affect the operational employees positively this would help to create a more positive atmosphere, which in turn would help the company to improve production in the longer term.
Ensuring that the requirements of the relevant legislation are met.
Considerations must also be made for legislation when planning and performing TNA interviews within a company. In particular the Disability Discrimination Act (2005) has many items that can affect the planning and performance of TNA interviews, such as making provision by having hearing loops for hearing impaired individuals or performing the interview in a room that has good disability access such as no stairs. Further legislation that can be considered would be the Data Protection Act (1994 & 98) and the collection, processing and storing of data and the transfer of the data within the EEA (European Economic Area) unless the receiving country has equivalent protection for personal information. Many countries do not have equivalent protection, notably the USA.
Wednesday 18 February 2009
Thursday 12 February 2009
Lesson planning
Last night we discussed lesson planning. We spent some time looking at aims and objectives - there is information in the pack and I also showed a PP which had some information on objective writing. We also looked at the structure of a lesson - Beginning (revision of previous session, preview of current session), Middle (active learning which engages learners) and End (summing up, checking learning has taken place, preview of next session). There should be inclusion of ICT, promotion/facilitation of self-directed or independent learning, a contribution to core skills, citizenship and employability. Simple??????
I will bring copies of the PP slides and the sample lesson plan next week. Next week we are going to look at some clips of observed lessons with feedback and also assessment so that we can start preparing Learning, Teaching and Assessment Plans. I will bring my diary so that you can start booking me for observations.
Happy studying!
I will bring copies of the PP slides and the sample lesson plan next week. Next week we are going to look at some clips of observed lessons with feedback and also assessment so that we can start preparing Learning, Teaching and Assessment Plans. I will bring my diary so that you can start booking me for observations.
Happy studying!
Wednesday 11 February 2009
Activity 14
Yes, I'm having a look at 14 before tonight's class.
I think I'll go for lecture, tutorial, demonstration and practical as my four preferred methods. For the two methods that I've not used before I'm going to try visits and films/TV.
Is the answer to that riddle "knot"?
I think I'll go for lecture, tutorial, demonstration and practical as my four preferred methods. For the two methods that I've not used before I'm going to try visits and films/TV.
Is the answer to that riddle "knot"?
Wednesday 4 February 2009
Tuesday 3 February 2009
Friday 30 January 2009
Just trying this out
I should really be doing IV stuff just now, but I thought I'd try this instead.
Wednesday 28 January 2009
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