Scenario Two
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Section 1
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Section 2
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Section 3
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Section 4
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Section 5
Scenario Two – Bill
Responses
There are a range of issues that will need to be considered in dealing with Bill’s situation. Although every RTO will approach this situation in their own way, there will be some key points that are common to all. These are detailed below:
- Who needs to be consulted?
The Manager
Bill - What critical information is needed
- Industry requirements – eg: legislative, licensing, qualifications
- Training Package requirements – ie: Minimum qualifications and experience for supervision or training and assessment of apprentices
- Business needs – What do they want Bill to know/
- What questions do you need to ask about:
- employees
- supervisors/coaches
- trainers/assessors
Trading hours
OH&S compliance issues
Number of – - The work environment
Specific technology &/or systems
Critical time factors (particularly in relation to training/assessment)
Facilities and equipment
Resources
- Bill
Experience in training and or coaching
Qualifications as a trainer
Other qualifications/experience relevant to the role
Other learning ‘wants’
Other learning ‘needs’
Previous training/achievements
Willingness/motivation to learn
Preferred learning style/approach
Barriers to or fears about learning
- The apprentices
Number of apprentices (total)
Length of time into apprenticeship
Their needs
Current trainer/assessor
Their progress
Their training records
Details of other trainers/assessors who may be able to assist
- Other information
Anticipated outcomes
Cultural issues
‘No go’ zones
What is the required level of performance
- Position descriptions
- Job/task breakdowns
- Training Package standards
- Standard Operating Procedures
- Recognition process
- Questionnaire
- Interview
- Other ‘Needs Analysis’ tools
strategies you would use to deal with each
- Fear of failure
- Fear of assessment
- Attitudinal issues – ‘knows it already’, doesn’t need help, has been doing the job for 30 years etc
- Does not want to appear foolish or dumb in front of others/peers
- Lack of motivation to undertake any ‘formalized’ learning
- Time constraints
- Lack of commitment to ‘paperwork’ or documentation
- Lack of understanding of current training and assessment methodologies
- Lack of understanding of competency standards and Training Packages
Bill will need to be treated with respect, empathy and discretion. He is a highly competent tradesman who has been working in the industry for many years. Bill’s knowledge and experience are invaluable to the business, which is why his son has requested that he increase his hours and take on the responsibility of the apprentices.
A detailed analysis of Bill’s skills, knowledge and experience, mapped against business needs (performance requirements) and defined competency standards will ensure that Bill is not made to ‘repeat’ any learning in areas where he is already highly competent. Involving Bill in the process will also assist him in recognizing his own areas of need, thereby encouraging commitment to any learning that will follow.
All learning activities will need to be customised to Bill’s needs, linked to workplace performance and relevant to the job. Learning/assessment activities must be designed in such manner that Bill is involved and in agreement with approaches and methodologies used. Giving Bill information about all of the learning and assessment requirements prior to commencement of training, and reinforcing this through regular written and verbal communication is extremely valuable.
Ensuring that the learning process is conducted in a confidential and discreet manner will allow Bill to achieve competence without fear of appearing stupid or demeaned in any way, particularly around his peers, or even his own son.
