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Career Development Strategies - Training Needs Analysis (TNA) - Management Assessment Answer
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Management Assessment Answer
TASK: Question 1 Identify three (3) career development strategies that constitute good practice in career development. Explain how these strategies are beneficial to employees. Question 2 Conduct job/task analyses for the selected person and identify the competencies required to do the jobs/tasks. Select one of the job/task analyses to submit for your response for this question. Question 3 Refer to Figure 3.13: Career stages on page 53 of the topic workbook and identify the career stage of the selected person and give reasons why you believe the selected person is at this particular stage of their career. Question 4 Conduct a training needs analysis (TNA) for the person using one of the following TNA tools:- the TNA template available on the last page of this document or
- the TNA document/tool used by your organisation.
- Identify learning and development program goals and competency requirements; and
- Explain how these goals meet both the organisation’s needs and the individual’s needs.
- National Register of VET
- Then click on the Search tab
- Under Looking for nationally recognised training components such as: - select Search for Training Components. Refer to screenshot below.
- In the Title or code enter competency such as Presentation for example and hit search button
- Under units of competency – Select the competency starting with the code: BSB
- Then scroll down to Elements and Performance criteria table and do a screen shot of the table. Then paste the table to answer the question. Refer to screenshot below as an example.
- includes appropriate learning and development activities; and
- is designed to build competency and achieve the learning and development goals.
- Who you have or who you would consult with to develop the LDP and obtain a commitment to career development
- What HR policies and procedures you referred to/used to develop both individuals and work teams
- The adult learning principles that have been applied.
- Promote career development programs
- Implement career development programs according to the organisation’s HR policies and procedures
- Manage career development resources (e.g. contractors/service providers, training materials, process documents etc.)
- Monitor and track progress of those who participate in career development programs.
- Ensure that learning and development has achieved the desired objectives
- Determine the effectiveness of the career development program
- Improve future learning and development/career development initiatives.
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