Monitoring training is essential in ensuring that your training programme is having the desired effects. It allows you to note if your training programme needs to be adapted in any way in order to keep it working effectively.
The monitoring stage of training involves checking to confirm the learner is able to apply their new skills and knowledge in their day-to-day work. It is the results of monitoring that will determine whether the training process is complete or not. Monitoring is also an opportunity to provide the employee with ongoing support and, if necessary, to recommend further training.
Monitoring can take many forms, including:
➢ Assessment tools – used by the
employer, the individual themselves,
etc.
➢ Checklists – Can be completed by
supervisor, manager or the employee
themselves.
➢ Observing learners in real work
situations.
➢ Recording changes in results – e.g.
Sales figures, jobs completed.
➢ Collecting feedback on performance –
E.g. Customer satisfaction surveys, consulting with colleagues.
To ensure the overall picture of skill development is accurate, you should use a variety of monitoring techniques. Be sure to consider variables that may impact on the employee’s performance, including illness, anxiety and distractions.
When monitoring, aim to be:
➢ Objective
➢ Accurate
➢ Understanding
➢ Consistent
➢ Relevant
➢ Up-to-date
➢ Effective.
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The teacher must remember that individuals come to training with different experiences and expectations and as such, no two people learn in the same way. As a result, one learner may grasp a concept or pick up a skill quite quickly, whereas another may struggle or take longer.
This necessitates the teacher being patient and understanding, flexible in their delivery, encouraging in their support and objective when monitoring.
Making adjustments
Monitoring the progress of workplace skills isn’t just used for evaluation. You can provide assistance based on your methods of monitoring.
When discussing assistance, consider if the individual:
➢ Requires critical information and facts
➢ Wants to know your opinion or has potentially valuable input
➢ Needs help in finding a solution to a problem
➢ Wants input on reasoning or processing for a task.
How to provide assistance
There is never a perfect method to provide assistance to individuals as their skills and knowledge on a given task, as well as yours, is variable and everyone responds to help and assistance in different ways.
That being said, there are a number of strategies for questioning you can use to help provide assistance.
Consider discussing:
➢ What the aims are
➢ What has happened since the training occurred
➢ How they think things are progressing currently
➢ What they want to talk about
➢ What they want to happen
➢ How they judge success.
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Activity 5C
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- Maintain WHS records and reports.
6.1. Complete WHS records and reports accurately and legibly and store according to organisational and legal requirements.
6.2. Use data and reports to provide reliable and timely input into the management of workplace health, safety and security.
6.3. Minimise use of printed materials and maximise electronic transmission and filing of all documents to reduce waste.
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