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CII J07 > Learning continued... > Flashcards

Learning continued... Flashcards

1
Q

Organisational changes

A
  • changes in a firm’s procedures
  • changes in technology
  • a new product or service launch
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2
Q

Training needs analysis…firms must….

A
  • Assess training needs at outset
  • Reassess on a regular basis
  • Provide support to address needs
  • Review the quality and effectiveness of the training at regular intervals

If someone can perform a task but is choosing not to out of lack of confidence or attitude, this could be a performance issue, rather than a training need.

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3
Q

Where do training needs arise from?

A

Environment changes
- External factors to the business such as regulation, tax or legislative changes.

Organisational changes
- Company wide issues. New systems or software.

Individual changes
- Relate to the requirements of one person
- Performance management issues/ test results/ file reviews.

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4
Q

Environmental changes

A

FCA rules & guidance can result in change being needed - e.g. conduct rules, introduction of Consumer Duty.

Tax & legislation changes - annual budget or changed to AML or Data protection

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5
Q

Individual changes

A
  • Exam or test results
  • Observations
  • Work performance or KPI results
  • Development review meetings
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6
Q

Benefits of TNA for the individual

A
  • Avoids knee jerk decisions / tackling too much at once
  • Structured approach
  • Identifies needs that otherwise wouldn’t be
  • Less likely to have to go through training that is not relevant to them
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7
Q

On the job training

A
  • work shadowing
  • 1 - 1 coaching
  • job rotation / secondments / projects
  • role plays
  • accompanied client meetings
  • montoring
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8
Q

Work shadowing - advantages & disadvantages

A

Advantages
Easy to organise
Demonstrate the correct model/way
Shows how it works in the real world
Encourages a collaborative culture

Disadvantages
Can introduce bad habits
Can take up a experienced team members valuable time
Will normally require more than one demonstration to satisfy training

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9
Q

1 - 1 coaching - advantages & disadvantages

A

Advantages
Can be tailored to meet individual’s pace & needs
Feedback is continuous
Personalised interaction between trainee & trainer

Disadvantages
Can be time consuming
Does not include interaction with others being trained
Trainer must be experienced in all aspects of the process

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10
Q

Job rotation - advantages & disadvantages

A

Advantages
Can be used to broaden understanding of work activities
Good method of keeping people’s interest in the role
Can identify future roles staff can move on to

Disadvantages
Can reduce quality of output
Can be seen as unnecessary or waste of time by individual
Can be time consuming
Can impact in departments overall performance

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11
Q

Role plays - advantages & disadvantages

A

Advantages
Introduce an element of reality
mistakes made in a safe environment
process can be repeated & perfected
can be used as an assessment mechanism

Disadvantages
If structured poorly can bd superficial & lack realism
Preparation can be time consuming
Needs high level of skill from the trainer
Disliked by many
Can be threatening to the delegate

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12
Q

Accompanied client meetings - advantages & disadvantages

A

Advantages
Gives direct evidence of an activity
Good for developing skills & experience
Good way to assess whether learning has transferred to the workplace
It is real, not simulated

Disadvantages
Only a snapshot, may not give true picture
Can cause pressure on all participants
Relies heavily on trainer’s feedback skills
Can be time insensitive
Not an effective way of assessing knowledge

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13
Q

Mentoring - advantages & disadvantages

A

Advantages
Allows trainee to be open about issues & problems
Uses experience of the mentor to make things happen more quickly & effeciently
Gives status to the mentor
Encourages collaborative culture

Disadvantages
Can lead to bad habits being transferred
Very time consuming for mentor
Can lead to company’s message being diluted

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14
Q

Off job training

A
  • Internal or external training courses
  • Exam prep
  • Distance learning - audio, reading, online training or webinars
  • Case studies
  • Conferences
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15
Q

Internal or external training - advantages & disadvantages

A

Advantages
Can be used to train a number of individuals
Involved views of and discussions with other delegates
Consistent delivery of message to all

Disadvantages
Not tailored, so may be not be totally relevant for all
Group size could be too large to encourage participation
Can develop into tell session
Face to face internal courses are relatively expensive to run

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16
Q

Exam prep - advantages & disadvantages

A

Advantages
Tailored to the delegate with knowledge to pass the exam
Gives learners exposure to a subject matter expert

Disadvantages
Can be boring
Lack of realism in relation to the job
Does not address skills required to do the job
Can be expensive to run training

17
Q

Distance learning - advantages & disadvantages

A

Advantages
Good for procedure & technical training
Can be self-paced
Performance can be monitored by self assessment exercises

Disadvantages
Working alone can be demotivational
Not always possible to question learning
Not good for developing skills
Requires the individual to actually do it

18
Q

Conferences - advantages & disadvantages

A

Advantages
Motivating by bringing colleagues together
Delivers message to a large audience
Provides rewards for successes

Disadvantages
Expensive
Often too big to involve participation
Cannot be tailored to individual needs

19
Q

Training validation, helps show that….

A

Learning has taken place - skills or knowledge
The learning can be applied to the workplace
The results justify the money spent

20
Q

Evaluation methods for skills and knowledge

A

Skills
Observations in the workplace
Role plays
Mystery shoppers
Client questionnaire

Knowledge
Written test or exam
Verbal test
E learning or testing
Case studies
Written documents e.g. suitability reports

21
Q

Validation method - Written tests - advantages & disadvantages

A

Advantages
Standard method of testing knowledge
Objective
Results can be compared to the standard
Will show whether there has been improvement if tested before and after training
Written evidence

Disadvantages
Not everyone responds well to the pressure of tests
Prep work to prepare questions
Time required for marking

22
Q

Validation method - Case studies - advantages & disadvantages

A

Advantages
Tests the application of knowledge
Written record of learning

Disadvantages
Can be time consuming to write and mark

23
Q

Validation method - Computer based tests - advantages & disadvantages

A

Advantages
Standard test can be used for all
Programme will usually mark

Disadvantages
Limited in that only multiple choice questions can be asked
Need hardware and software that may not be available to everyone

24
Q

Validation method - Workplace observation - advantages & disadvantages

A

Advantages
Can assess both knowledge and skills
Can validate transfer of learning to the job
Training needs can be identified and addressed quickly
Builds relationship between manager and individual
Real life

Disadvantages
Time consuming
Validation depends on skill of manager
You may not witness the behaviour you wish to address
Individual may not behave as they normally would as they know they are being observed
Time consuming

25
Q

Validation method - Role plays - advantages & disadvantages

A

Advantages
Can be arranged
Can be tailored to assess a particular behaviour
Immediate feedback
Repeatable until satisfied meeting standard

Disadvantages
Artificial situation
Needs prep
Costly as require manager attends

26
Q

Validation method - External exams - advantages & disadvantages

A

Advantages
Test knowledge
No prep from company required

Disadvantages
Person may not fair well under exam pressure
Cannot test company specific knowledge
Learning / knowledge may not be retained

27
Q

Validation method - Oral or verbal testing - advantages & disadvantages

A

Advantages
Individual may prefer this less formal method of testing
Quick to arrange & informal
Can be done anywhere

Disadvantages
Lacks the standard format of a written test
No written record

28
Q

Stages of a structured development / training plan

A
  1. Identify development needs
  2. Provide methods for improving performance - activities, training and best practise
  3. Link the training & development to the required competency
  4. Agree the development activity
  5. Record on training and development plan
  6. Ensure plan is implemented and sucess evaluated
  7. Remedy any shortfalls & reassess as needed
  8. Transfer learning to job
29
Q

Benefits of TNA for the business

A
  • Needs identified systematically and therefore dealt with more thoroughly and cost effectively
  • Easier to manage and prioritise the process
  • Training needs may arise from changes to the business plan
  • Avoids knee jerk responses
  • Training is identified as the correct solution when appropriate to the needs
30
Q

Development plans - Benefits to individual

A
  • Improve competency in an identified area
  • they will be more motivated by being better at what they do/ undertaking a range of activities
  • the development plan may be part of CPD or performance management
  • plan provides a written record
  • as they improve their conduct they should become more sucessful / increased earnings
31
Q

Development plans - Benefits to the business

A
  • if individuals feel they are being developed, they are more likely to be loyal to the company

Improvement in individual competencies will result in increased business for the company

  • general improvement across the board in regard to complaints and KPIs
  • it meets regulatory requirements to ensure all advisers are appropriately trained
  • can align individual objectives to corporate objectives

CII J07 (22 decks)

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