Final Course Module Progress Report
The Managing Learning and Development (MLD) course has been very useful, informative and educative. It provided various insights on how to manage learning and development from conducting Training Needs Assessments to developing training plans to conducting training and performing evaluation while enhancing continual improvement within an organization. I have gained a lot of practical skills and knowledge which I’m currently applying to my job assignment as a laboratory quality assurance manager and destined to take an additional role of coordinating and managing laboratory training issues.
This final course progress summary report describes the work I intend to complete over the next six months, challenges/problems I had experienced before this course and how this course have helped solve those problems. It also summarizes the reflective account of my work and learning of the course including what aspects of the course have helped my learning as well as my contributions. In addition to these, this report also summarize my learning portfolio that describes my value of learning, how I intend to work in future and analysis of what has changed from my initial SWOT analysis work. I believe you do find it very interesting and beneficial.
2. Work I intend to complete over the next coming six months
Through this course, I have been able to perform training needs assessment, identify trainings to be performed, formulate training objectives and training plan to help resolve the gaps identified from the training needs assessment.
In the next six months, I plan to do the following activities so that training needs are met, learning takes place to promote continual improvement and sustain the laboratory accreditation.
Description of the activity
Submit training plan to CPD for approval
Once the training plan with the identified training is finalized, it will be submitted to the laboratory Continuous Professional Development (CPD) committee for approval. This will involve reviewing the training budget and objectives as well as checking on priorities.
29th January to 2nd February 2018
Formulate a training team
After the approval of the plan, the next step will be formulating training team for the identified training. This will be in two categories namely:
a) Internal trainers: This will involve selection of internal staff with adequate knowledge and skills on the areas to be trained. The laboratory management will be required to participate in the selection of these trainers.
b) External trainers: This will mainly be for the Good Clinical Laboratory Practice (GCLP) where the trainer will be from the accrediting body. This is because, they are expected to have the latest information on the standards development.
Timelines for training team formulation
Corrective Action process
Meeting coordination & Management
General Equipment preventive maintenance
Developing a training curriculum for each training
The next step will be to review the curriculum for each identified training and coming up with the training agenda. The formulated training team for each identified training will be required to have three meetings prior to the start of the training to ensure the curriculum is succinct. The draft curriculum has been added as an appendix to this report.
This will be performed during the formulation of training teams.
Deliver training as per the schedule and conduct evaluation
Each training will be conducted based on the developed curriculum and scheduled. Training will be employed using the adult learning principles. For each training, there will be a lead trainer and co-trainers to assist in the conduct of the training.
At the end of each training, evaluation will done using the training questionnaires as indicated in the training plan. The participants will be required to participate in the training evaluation before leaving at the end of the training.
Q-Pulse user training
7th-9th March 2018
29th-30th March 2018
11th-13th April 2018
24th-27th April 2018
Corrective Action Process
15th-16th May 2018
Meeting coordination and management
7th-8th June 2018
General Equipment Preventive Maintenance
20th-22nd June 2018
Write reports and submit to the CPD committee
Once each training has been completed and evaluation performed, the training team (trainer and co-trainers) will be required to write a training report about the training conducted. This will include, the training objectives, training outcomes, agenda, achievements, challenges experienced and results of evaluation. These training reports will be submitted to the Continuous Professional Development (CPD) for evaluation and discussed during the annual management review meeting.
Two weeks after the conduct of the training.
3. Challenges and problems experienced and how this course will resolve them
As a laboratory quality assurance manager, one of my key responsibilities is to conduct training and my director, often say that I need to create an effective learning and development program that addresses the training challenges laboratory the staff face. Since the laboratory does not have a training coordinator or officer in charge of training, this has been come a daunting task to accomplish! I, however, count myself to be lucky because some of the challenges I had faced are addressed by this course module, and I’m able to remain at the top of the game and flexible enough to promote change development as the laboratory evolves. Some of the challenges experienced include:
Solutions gained through this course
Developing the training without identifying gaps (Training needs analysis)
The laboratory used to have a template that contained a list of training that are done every year. I realized that no needs analysis were done and that the training courses indicated were repetitive, thus participants do not often the training.
From this course’s activity on training needs analysis, I have gained skills on conducting training needs analysis to help identify training gaps and this will reduce the boredom and makes the training to be conducted interesting.
Limited time and resources, thus poor training preparation and unstructured learning.
I could organize a training within a week and have poor attendance and later complain that, staff didn’t want to attend the training. In addition, the training wasn’t delivered consistently, thus no structured learning could take place.
This module’s activity on planning training was very beneficial. The development of an efficient and effective training program and curriculum has provided a great opportunity to improve on planning a training. I believe the participants will be more engaged during the conduct of the identified training.
Not sticking to the training agenda and schedule
I often struggle sticking to the training agenda because my co-trainers take a lot of time outside the training agenda. With every mistake, comes a learning opportunity. However, I will use the skills learnt to develop a course schedule based on the learning outcomes so that co-trainers do not deviate from the agenda.
Training objectives set by trainers and not the participants.
This has been one of the biggest challenges I have ever faced during the conduct of quality management system-related training. My co-trainers would develop objectives without performing a training needs analysis to identify knowledge and skills gap.
Through this course module, I have learnt on how to develop training objectives and linking them to the training needs of the laboratory personnel. This will improve learning and impart knowledge and skills as expected.
Critical reflection of the Managing Learning and Development (MLD) course Module
How was the learning need identified? The Managing Learning and Development course learning need was identified during my performance appraisal. One of my key responsibilities as a quality assurance manager is to conduct training and I needed to have the right and effective training skills to enable me perform this responsibility better. It was, thus, necessary to enroll in this course so that I can learn skills to help develop an effective training program that will help promote learning and fill the skills gap identified.
Course assignments: This course has been well structured and its assignments were activities that can enhance job performance. Working on the three course assignments provided an opportunity of thinking holistically about the course and focused on all the training concepts. The training needs assessment report was a little bit tricky in that I didn’t factor in my SWOT analysis as a trainer, but was well performed.
Critical analysis of course content: The course content is well structured and easy to read and understand. The indicative course content covered the entire training process which provided me with an opportunity to think of developing an effective training program. It would be great if the adult learning principles, Teachback, facilitation guide and how to facilitate interactive lectures be included in the course content.
Course aspects that have helped my learning: The tools used in this course like the discussion forums and the classroom chats have promoted by learning. Various posts made by course mates during the entire course duration has enhanced my knowledge on how training is done in their institutions and at the same what aspects can be applied at my place of work. I have summarized both my and colleagues’ postings and how they contributed to the learning of the course as indicated in the table below.
Chat log of 22nd November 2017
By taking a leading role in class chat to discuss ‘Methods of delivering training and their advantages/ disadvantages’, I have learned skills and knowledge of how other organizations conduct trainings. Moreover, this has also improved my fluency in using English language since all the students come from different cultural backgrounds.
In this post to the class discussion, I highlighted a brief summary about my experiences with portfolios and generated a discussion that enhanced deeper understanding of portfolios.
This post by Arshad widen my understanding of learning needs assessment and I got the concept of coming up with quality questionnaire to collect data on training needs.
a) Using the course learning portfolio has been of great significance in achieving the desired learning outcomes. I have summarized my learning progress with the learning goals, what goals I have achieved and reflections on the course content and how it helped me achieve the learning outcomes.
Reflections on the Course
To develop a learning needs analysis, a training plan including an evaluation strategy
– Able to conduct learning needs analysis
– Able to develop a training plan including the training evaluation strategies.
– Completed a SWOT analysis of myself as a trainer
– Learnt the role of a trainer in reflection to equality and diversity.
I choose to enroll in this course to assist with the acquisition of the necessary skills required to develop an effective program.
This Course has equipped me with the necessary, professional and personal qualities needed to perform one of key job tasks of conducting training as a laboratory quality assurance manager. During this course, I gained basic skills of developing and conducting training needs analysis, something I used to perform by heart! In addition to this, I have also gained knowledge and skills in developing a training an effective training program and a realistic training plan. These skills were further refined by fellow students through discussions from the various posts on the learning portal and chatting. In addition to this, I took a practical approach and developed a training needs analysis and a training plan which were described by the laboratory management team as a milestone. Submitting the assignments activities on the training needs analysis and training plan, and the feedback received from experienced tutors was vital in cementing the skills I have acquired.
I was able to learn how to develop course curriculum, selecting co-trainers, developing course outcomes and objectives as well as course schedule. To conclude, I have received a great wealth of knowledge and skills that will enable me perform better in my job assignment.
1 To identify performance goals and training needs by conducting a training needs assessment
– Developing training needs assessment skills
– Action plan development skills
– Prioritizing training activities
I have learnt the ability to clearly develop a training needs assessment. I have gained knowledge and skills of developing a training needs assessment questionnaire to identify skills gap. I plan to utilize the acquired skills to continue assisting the laboratory in developing training needs assessment program and be positioned for an additional leadership role as a training coordinator.
Submitted assignment of Activity 4.5 Training Needs Assessment (TNA)
To develop a training plan that highlights training and their outcomes, curriculum, delivery methods, evaluation and schedule.
– Training plan development skills
– Developing course curriculum
– Developing learning objectives/outcomes from a training.
– Providing constructive feedback to participants.
I can comfortably and effectively develop a training plan factoring in the course curriculum, audience, delivery methods and schedule. I have acquired skills on all these training elements and believe these skills will allow me to remain a focused and efficient quality assurance manager with excellent skills in developing effective training plans.
Submitted assignment of Activity 6.5 Training plan report.
I have also acquired some skills based on my learning objectives and have described this through my learning statements and the supportive evidence to show that learning actually took place. The table below summarizes this information.
Critical reflection on working with the mentor and what can be adapted to work better
Mentorship refers to a personal developmental relationship where a more experienced person helps a less experienced person. Having the great opportunity to be both a mentor and a mentee, I have realized that a good mentoring relationship is identified by the willingness and capability of both parties to ask questions, challenge assumptions and disagree. Moreover, there is no one way to mentor, and that every mentoring relationship is as unique as individuals involved. The following can help the mentoring relationship work better:
Mentors need clear expectations of their roles and enhanced listening and feedback skills: Having knowledgeable mentors in their areas of interest is a critical step of an effective mentoring program. Mentors are not born, but are rather developed, thus it is important to match a mentor who is knowledgeable of mentee’s capabilities and potential. Based on the skills I have acquired from this course, I plan to improve on providing constructive feedback to my mentees and well as being an active listener as a mentee.
Mentors to provide support to their mentees, but challenge them too: An effective mentoring program consists of three major elements namely: support, challenge and a vision of the mentee’s future. Even though mentors are required to provide mentees with support, it will be prudent for them to offer challenge to the mentees to enhance their professional growth. I have learnt from this course that effective mentoring requires mentors balance support with challenge by providing opportunities and setting positive expectations.
Mentors forum to express their concerns: I have realized that I too as mentor, need to have a forum to share uncertainties, concerns and problems. It is often assumed that once we have become mentors, we are all-knowing and do not support. However, mentors also faces challenges and having a forum where they can discuss their challenges can provide solutions to some of the challenges experienced. I plan to develop a mentoring program that will provide mentors with an opportunity to share and discuss their challenges.
Rewarding and recognizing mentors: I feel that the organization should develop a strategy to recognize and reward mentors like my laboratory director and myself. As a mentor, I believe this can be a motivation to enable us perform better! It is not only monetary, but also include innovative ways like promotion and mentor retreats. I plan to factor this when developing a mentoring program for the laboratory and believe it will motivate the mentors.
Critical analysis of SWOT including what has changed
I have summarized my SWOT analysis and what has changed because of this MLD course in the diagram below. In summary, I can happily say that the skills acquired from this course coupled with my experience will propel me to a better training professional in the near future and will provide a great opportunity to advance my career development.
– Knowledge on the topics to trained
– Great knowledge of training method
– Good interpersonal and organizational skills to conduct the training
What has change
– Experience has increased due to enrolling in MLD course
– Great knowledge of developing an effective training needs assessment and training plans.
– Inadequate knowledge on training evaluation
– Talking too fast when delivering training.
– Not thinking of how much detail I should go when delivering training
– Assessing the capabilities of how quick the trainee is to learn.
What has changed
– Gained sufficient and adequate knowledge of training evaluation
– Learnt communication skills to use when delivering training.
– Opportunity to impart skills to other staff during training.
– Opportunity to advance career as a training professional
What has changed
– The course has provided an opportunity to double as a laboratory training coordinator.
– Limited time to develop better training schedules
– Reduced funding from the laboratory CPD to conduct trainings.
What has changed
– Resistance from staff will still exist even though not so much as before.