WX Training & Development Special Purpose Award
Objectives of the Programme Module
• To create an awareness of different learning styles.
• To familiarise the learner with the functions, process, purpose and benefits of training and
development.
• To enable the learner to assess approaches and techniques in conducting training needs
analysis.
• To develop the learner’s skills to identify and design training programmes.
• To assist the learner to develop the academic and vocational language, literacy and
numeracy skills related to Training Needs Identification and Design through the medium of
the indicative content
• To enable the learner to exercise substantial personal autonomy and responsibility.
Start Date: 30-08-2024 Hours/week: 06 Hrs 00 Mins Duration: 29 weeks
Leaving Certificate standard and have two years relevant previous work experience or have a QQI Level 5 qualification in a related subject
Age Requirements
Applicants must have reached the current statutory school leaving age
Learning Aptitude
A good standard of written and spoken English is essential. Attention to detail is important for this course
Previous Experience
Industrial or commercial experience and experience of giving training instruction to others is essential.
| Module | Award | Body |
|---|---|---|
| Training Delivery And Evaluation – 6N3326 | Training Delivery & Evaluation (6N3326) | QQI |
| Training Needs Identification And Design | Training Needs Identification & Design (6N3325) | QQI |
1. Examine the internal and external environmental factors influencing training and
development requirements
2. Differentiate between the concepts of learning, training, development and education
3. Examine the impact of organisational strategy, policy, vision, and mission on training and
development
4. Examine the purpose of training and development in an organisational and or individual
setting
5. Outline the benefits of training needs analysis at an organisation and or individual level
6. Assess a range of approaches and techniques to conduct a training needs analysis
7. Outline the stages in conducting a training needs analysis
8. Assess a range of Instructional System Design (ISD) models
9. Apply a comprehensive range of specialised skills and tools in identifying the barriers to
training and attitudes to training in an organisation
10. Devise a training plan based on prioritised training needs to include a cost benefit analysis
11. Design 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
12. Develop appropriate training content and materials using a range of learning aids to include
web based facilities, software, flipcharts and handouts
13. Evaluate a range of performance management approaches in context of identifying training
and development needs
14. Conduct a Training Needs Analysis (TNA) to identify training and development needs for an
organisation or an individual
15. Identify TNA outcomes in terms of gaps in knowledge, skills and attitudes