TLP 2011 Staff Presentation

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TOTAL LEARNING PLAN Total Learning Plan was derived after LNA moderation with Heads of Division/ Dept and approved by Quality Council.

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1 2 3 Strategic business & service needs Clearly-spelt workplace transfer Competency levels prior to Training Moderation of LNA Guidelines used were: 4 Urgency of training & current staff trained Equity across Hospital 5

Highlights of TLP The TLP translates to: : 

Highlights of TLP The TLP translates to: With staff increase, overall proportionate allocation of places & hours for training All figures as at Mar 2011. Excludes OJT * Includes Nursing Ancillary. Increase in Training Places

Cascading Dept & Individual Learning PlansThe TLP cascades down to: : 

Cascading Dept & Individual Learning PlansThe TLP cascades down to: Total Learning Plan Department Learning Plan Individual Learning Plan Ongoing Management & Review of Plan spearheaded by HR Development (Year-round)

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SUPERVISOR Meet with staff, individually. Go through the approved ILP courses. Confirm aims of specific training. Secure agreement on completing the planned training. STAFF Go through the approved ILP courses. Clarify expectations of workplace transfer. Commit to workplace transfer, and update supervisor. SCENE Approved Learning PlansThe ILP has to be communicated : Complete ILP Discussion Register 2011

HOW TO READ YOUR ILP ‘New’ features… : 

HOW TO READ YOUR ILP ‘New’ features… Shows you the correct evaluation form to fill. Shows your current competency assessed by supervisor in this LNA. Will be used to compare your competency for future LNA exercises.

Implementing Your ILP How you can implement the ILP…. : 

Implementing Your ILP How you can implement the ILP…. See actions needed from you, based on the course category. See our Service Standards below.

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The Strawberry Anecdote A strawberry rots when purchased , put in the open, in the humid tropics, and not eaten. 1 By extension Learning should be applied as soon as possible to the workplace. Do not let the strawberry rot. Evaluating Your Learning Do you recall…. 1 Anecdote shared by CEO, at LNA roadshow 2011.

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Evaluating Your Learning The Kirkpatrick model of evaluation We evaluate learning based on Kirkpatrick’s Model of Learning Evaluation. You will be asked to evaluate your learning at 1st,2nd, 3rd Levels only Kirkpatrick’s 4 Levels of Training Evaluation Reaction Organisational Impact Learning Behavioural Change

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Evaluating Your Learning Through The first 3 Levels

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Evaluating Your Learning In-house evaluation system For in-house courses, what forms / media do we use?

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Evaluating Your Learning Local training evaluation system For local courses, what forms / media do we use?

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For overseas courses, what forms / media do we use? Evaluating Your Learning Overseas training evaluation system

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Evaluating Your Learning Overall evaluation system Behaviour change / performance improvement System, business, service improvements  Impact on Department of training investment Revamp in-house course content Evaluate staff changes Negative Evaluation collected is used by HRD to: In meeting with Departments, evaluation collected is used to understand

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THANK YOU!

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