Training should be seen as a process that involves a number of stages. The follow diagram shows these stages: STAGE 1: IDENTIFYING THE NEEDS Training should only be delivered if required. How do you work out what training is required by your court? Conducting a Training Needs Analysis (TNA) will tell you the areas where there are performance gaps and that training is required to close those performance gaps. A TNA will identify training needs through an objective research and analysis process. Conducting a TNA will assist in solving work problems by conducting training to address these problems. For example, work problems might include: High level of complaints Slow work speeds People working overtime Delays in judgement writing Conflict or poor working relationships. How do you conduct a TNA? The first step is to identify the general problem area. You then need to undertake the following steps: Identify your target group e.g. Lay Magistrates, Judges of Court Staff List all the job roles of your target group Identify job descriptions – use Duty Statements Identify the specific category (job role) of your specific target group Complete a Job Analysis of your target group – break jobs into duties / tasks. See Annex 1, Template 1: Example of Job Analysis for a Target Group Break the tasks down into knowledge / skills and attitudes. See Annex 1, Template 2: Breaking Tasks into Skills, Knowledge and Attitudes Place the information into a survey for the target group. See Annex 2: Example of a Survey of Target Group Conduct the survey or other research method (meeting or interview) Analyse the survey information (identifying gaps requiring training) Identify topics for your training program or your target group. At the Trainer of Trainers Workshop you will have examined in detail how to conduct a TNA. Annex 1 is a Summary of the steps in Conducting a Training Needs Analysis. STAGE 2: DESIGN THE TRAINING Thought needs to go into designing a training program. You will need to answer the following questions: Who are the participants? Who will deliver the training? What is the nature of the training? How many days or hours will the training last? Where will the training be held?
Training should be seen as a process that involves a number of stages. The follow diagram shows these stages: STAGE 1: IDENTIFYING THE NEEDS Training should only be delivered if required. How do you work out what training is required by your court? Conducting a Training Needs Analysis (TNA) will tell you the areas where there are performance gaps and that training is required to close those performance gaps. A TNA will identify training needs through an objective research and analysis process. Conducting a TNA will assist in solving work problems by conducting training to address these problems. For example, work problems might include: High level of complaints Slow work speeds People working overtime Delays in judgement writing Conflict or poor working relationships. How do you conduct a TNA? The first step is to identify the general problem area. You then need to undertake the following steps: Identify your target group e.g. Lay Magistrates, Judges of Court Staff List all the job roles of your target group Identify job descriptions – use Duty Statements Identify the specific category (job role) of your specific target group Complete a Job Analysis of your target group – break jobs into duties / tasks. See Annex 1, Template 1: Example of Job Analysis for a Target Group Break the tasks down into knowledge / skills and attitudes. See Annex 1, Template 2: Breaking Tasks into Skills, Knowledge and Attitudes Place the information into a survey for the target group. See Annex 2: Example of a Survey of Target Group Conduct the survey or other research method (meeting or interview) Analyse the survey information (identifying gaps requiring training) Identify topics for your training program or your target group. At the Trainer of Trainers Workshop you will have examined in detail how to conduct a TNA. Annex 1 is a Summary of the steps in Conducting a Training Needs Analysis. STAGE 2: DESIGN THE TRAINING Thought needs to go into designing a training program. You will need to answer the following questions: Who are the participants? Who will deliver the training? What is the nature of the training? How many days or hours will the training last? Where will the training be held?
PJDP-trainers-toolkit-2016.docx