Training Needs Identification & Design - QQI level 6

There are no previous requirements required for entry to this course.

Unit 1 – Internal and External Environmental Factors Influencing Training and Development
Unit 2 – Examine the impact of organisation strategy, policy, vision, and mission on training and development
Unit 3 – The benefits of training needs analysis at an organisation and or individual level and the range of approaches to training needs analysis
Unit 4 – The stages in conducting a training needs analysis and evaluating a range of performance management approaches in the context of identifying training and development needs
Unit 5 – Conducting a Training Needs Analysis (TNA) to identify training and development needs for an organisation and/or an individual
Unit 6 – Assessing a range of Instructional System Design (ISD) models
Unit 7 – Applying a comprehensive range of specialised skills and tools in identifying the barriers to training and attitudes to training in an organisation
Unit 8 – Designing a training intervention, that incorporates a range of design factors to include trainees, adult learning theories, motivation theories, objectives, exercises, training methods, learning aids, location, and facilities
Unit 9 – Developing appropriate training content and materials using a range of learning aids to include web-based facilities, software, flip charts, and handouts
Unit 10 – Devising a training plan based on prioritised training needs to include a cost-benefit analysis

*Course content is subject to review after each intake and may be updated in line with industry standards.

QQI Level 6 Training Identification and Design 6N3325

• Explore various environmental factors which can influence training and development requirements, internal and external.
• Discuss the differences between the concepts of learning, training, development, and education.
• Outline the effects of strategy, policy, vision, and mission of an organisation on training and development.
• Describe the function of training and development in both an organisational and individual setting.
• Explain the advantages of using training needs analysis at both an organisational and individual level.
• Evaluate various approaches and techniques which can be adopted in conducting a training needs analysis.
• Discuss the steps required to conduct a training needs analysis
• Evaluate a variety of Instructional System Design models.Utilise various specialised skills and tools to identify the barriers to effective training and understand attitudes to training within an organisation.
• Develop a training plan which includes a cost benefit analysis, based on prioritised training needs.
• Design and develop a practical training session, taking a variety of factors into account, including learners, adult learning theories, motivation theories, objectives, exercises, training methods, learning aids, location, and facilities.
• Design and develop suitable training content and materials, making use of a variety of learning aids such as web-based facilities, software, flipcharts and handouts.
• Assess various methods and approaches of performance management in the context of identifying training and developmental needs.

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