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| National Occupational Standards can support training and development needs analysis, the design of training and learning materials, and the evaluation of the effectiveness of training and development interventions. |
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- Identify the units of National Occupational Standards relevant to the work of those whose training and development needs are to be analysed.
- Assess whether the individuals perform to the required standard, or ask them to assess how confident they feel about their performance in the identified units.
- Where workers are not performing to the required standard, or they are not confident about their performance, look at the knowledge and skills and identify any gaps.
- Record any gaps in knowledge and skills – these are training needs that must be met.
- Where appropriate, summarise the training and development needs for the group as a whole, prioritise these and decide which should be addressed on a group, and which on an individual, basis.
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| National Occupational Standards specify the standard of performance required of workers and the knowledge and skills necessary for competent performance. National Occupational Standards, therefore, specify the corpus of knowledge and skills required, and provide learning objectives for specific training interventions and learning materials.
- Identify the units of National Occupational Standards relevant to the work of the workers who need training and development. The combined knowledge and skills sections from these units specify the corpus of knowledge and skills the workers need.
- Identify the specific units in which the workers need to develop their competence and express this as an overall aim for the learning programme in terms of the performance required. Eg: "Following the learning programme and a period of supervised practice, participants will be competent to enable people to carry out Searches of the Local Land Charges Register and respond to official local land and property enquiries " (Unit LLCG in the Local Land Charges and Property Information National Occupational Standards).
- Use the knowledge and skills specifications within the unit to identify the specific learning objectives that need to be met by each training event or learning module. Eg: "At the end of this session/module, participants will know and understand:
- the implications of the Local Land Charges Act 1975 and Local Land Charges Rules 1977 for those working in the local land and property information service
- the purpose of the Local Land Charges Register
- the Parts of the Local Land Charges Register
- the nature of a Local Land Charge and the different types of Charges
- how to check whether applications for official Searches are valid
- the official documentation for official Searches and land and property information enquiries and how this should be completed
- the different types of Search and land and property information enquiries
- the role and functions of the National Land Information Service (NLIS) and how to access it
- the fees for land and property information services and forms of payment which are acceptable
- Design the learning programme and individual sessions using appropriate media to ensure that the overall aim and specific learning objectives are met.
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| National Occupational Standards can help you to evaluate the effectiveness of training and development interventions at three different levels- knowledge and skills acquisition
- individual performance
- impact on achievement of strategic objectives
- Before commencing the training or development activity, clearly define the specific learning objectives as described in the section above. On completion of the training or development intervention, assess participants (using oral questioning, written tests, simulated activities etc) to check whether they have effectively acquired the knowledge and skills.
- Before commencing the learning programme, clearly define its overall aim in terms of the standard of performance required. On completion of the learning programme and a period of supervised practice, assess participants (using observation, reflective accounts, witness testimony, oral questioning etc) to check whether their performance now meets the required standard.
- Before commencing the learning programme, be clear how competent performance in these activities contributes to the achievement of the strategic objectives of your team or organisation and which strategic objectives would not be met if these activities were not carried out competently. Evaluate the contribution of the learning programme in delivering competent performance and therefore meeting the strategic objectives.
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| Please click on the boxes below to go to the areas of interest to you. |
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