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QQI Level 6 Training Needs Identification and Design 6N3325 Assignment Sample Ireland

This course comes under the minor award qualification at QQI Level 6. It has credit value of 15 with 15 learning outcomes. The course involves the assessment with 40% assignment and 60% project.

Training & development within organization is the concept to improve current or future employee performance by increasing an employee’s ability to perform through learning. It usually employed by changing the employee’s attitude or increasing his or her skills and knowledge.

The purpose of this award is to equip the learner with the knowledge, skill and competence to identify training and development needs at an organisation and or individual level. Also, to devise a training plan and to explore the scope of training and development design to meet those needs. By using methods, this course helps to identify and design the training needs.

Moreover, here in this assignment sample we are going to discuss the learning outcomes or objectives of this course.

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Training Needs Identification and Design 6N3325 QQI Level 6 Course Learning Outcomes

After the completion of this course, QQI Level 6 Learner will be able to:

Examine the internal and external environmental factors influencing training and development requirements

The completion of this QQI Level 6 course, the learner will be able to examine the internal and external environmental factors that can influence the training and development needs.

The needs can be leadership development, interpersonal skills, communication skills, managing change, teamwork, management skills, problem solving etc.

Differentiate between the concepts of learning, training, development and education

The course provides the understanding to differentiate between the concepts of learning, training, development and education. All different types of skills and training can be differentiated in this course.

Examine the impact of organisation strategy, policy, vision and mission on training and development

The course provides the skills to learners to examine the impact of strategies, policies, vision, mission on training and development within the organization. All strategies and policies have major roles in creating right training and development practices.

Examine the purpose of training and development in an organisational

The course not only focuses on learning of the student to examine the purpose of training and development in organization but also focuses on individual setting at workplace. The main purpose of training and development is to improve individual’s performance and expertise to perform their work or job well.

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Outline the benefits of training needs analysis at an organisation and or individual level

The course makes the learners to outline the benefits of training needs analysis at an organization or individual level. Training needs analysis has many benefits for any business which includes:

  • Identification of knowledge gaps before they become a problem.
  • Helps to plan your trainingfor the year.
  • Ensures your trainingis Focussing on the right areas.
  • Helps to decide who should attend which training

Assess a range of approaches and techniques to conduct a training needs analysis

The course helps learners to assess a range of approaches and techniques to conduct a training need analysis. In order to conduct effective training needs analysis, one has to keep in mind the methods such as

  • Questionnaires
  • Observation
  • Interviews
  • Examining work
  • Assessments
  • Competitive analysis

Outline the stages in conducting a training needs analysis

The course helps learners to outline the stages in conducting a training needs analysis. There are several stages in order to conduct training needs analysis includes:

  • Determine the Desired Business Outcomes.
  • Link Desired Business Outcomes with Employee Behaviour.
  • Identify Trainable Competencies.
  • Evaluate Competencies.
  • Determine Performance Gaps.
  • Prioritize Training Needs.

Assess a range of Instructional System Design (ISD) models

The course helps learners to assess the different models of instructional system design. There are several models which include:

  • Situated Cognition Theory.
  • Sociocultural Learning Theory.
  • The ADDIE Model.
  • Merrill’s Principles of Instruction.
  • Individualized Instruction.
  • Bloom’s Taxonomy of Learning Objectives.
  • The SAM Model.

Apply a comprehensive range of specialised skills and tools in identifying the barriers in training of an organisation

The course gives the understanding of the learners to apply a comprehensive range of specialised skills and tools in identifying the barriers to training and attitudes in an organisation.

Devise a training plan based on prioritised training needs

The course helps learners to plan training practices based on the prioritised training needs to include a cost benefit analysis.

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Design a training intervention

The course helps learners to design a training intervention. This incorporates a range of design factors to include trainees, adult learning theories, motivation theories, objectives, exercises, training methods, learning aids, location and facilities

Develop appropriate training content and materials

To develop appropriate training content and materials, the course is best learners at QQI Level 6. It uses a range of learning aids to include web based facilities, software, flipcharts and handouts.

Evaluate a range of performance management approaches

The course evaluates a range of performance management approaches in the context to identify training and development needs.

Conduct a Training Needs Analysis (TNA)

The course is designed to give skills to learners for conducting a training needs analysis to identify training and development needs for an organisation and or individual.

Identify TNA outcomes in terms of gaps in knowledge, skills and attitudes

The course is to help learners to identify TNA outcomes in terms of gaps in knowledge, skills and attitudes.

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