培训需求分析和学习计划.doc

培训需求分析和学习计划Purpose and ScopeThis document provides details of the process completed by supervisors/managers to develop a learning plan for an individual in their workgroup. The document addresses:本文提供了主管/经理对其所管辖工作小组中的每个人制定学习计划所执行的详细程序。文章着重于： recognising and recording prior learning 学习前的认可和记录 selecting job and site competencies appropriate for the learner 选择学习者所适合的的工作和现场能力 determining employee skill gaps 确定雇员的技能差距。This process applies to all supervisors/managers developing learning plans and recording these in the Learning Management System (LMS) throughout Gases worldwide. The primary focus of this chapter, and all other chapters in IMS-18, is in Operations areas however the information presented can be used as required by all of BOCs business.本程序适用于整个全球气体业务中所有制定学习计划和在管理系统中记录的主管/经理。本章，中的所有其它章节着重于运作范围，然而所给出的信息可根据需要应用于所有业务。Whilst the focus of Traccess is structured workplace learning conducted on the job, it should be noted that the software may also be used to track and manage additional forms of training such as off-site formal courses. The supervisor should include these additional forms of training in any learning plans developed.设计的重点是工作场地在岗学习，应当注意软件也可用来跟踪和管理其它形式的培训，诸如现场外的正式课程。在任何制定的学习计划中，主管应包括这些其它形式的培训。Team of Experts involvement专家组参与the majority of skills required for a given job role is defined by the relevant Team of Experts. The ToE develops a Competency Profile and this includes a suggestion for the individual competencies required for specific job roles. An example of this assessment is shown below.给定职业角色所需的大部分技能是由相关的专家组来确定的。ToE制定了一个能力概要，它包括了对具体职业角色所需要的各个能力方面的建议。评估实例如下所示。Site validation现场确认The proposed training needs analysis is then verified for applicability on site. This process does not take very long and yet significantly enhances ownership of the process at the location.所建议的培训需求分析然后要在现场验证其适用性。此过程占用的时间不长，但却可以使其和现场相适应。Learning plans 学习计划An individuals learning plan is therefore compiled from one or more training needs analyses. The analyses can contain any mixture of content from IMSS, eLearning sources, or other training opportunities available within the organisation or by an external service provider.没个人的学习计划是从一个或多个培训要求分析编制而成。这些分析可包括来自IMSS，学习资源或组织内部或某个外部服务提供者提供的其它培训机会方面的组合内容。Developing a Learning PlanIntroduction 介绍When to develop a plan制定计划的时间A learning plan should be developed with a new employee or when an existing employee changes job roles. The learning plan should be regularly reviewed to ensure achievement of goals and to set new ones.应该为新雇员或在现有雇员调换工作任务时制定一个学习计划。学习计划应该定期审查以确保达到目标和设定新的目标。Formulation of goals目标的制定Employees work with supervisors to draw up short and long term training goals. These goals involve the timely acquisition of skills critical to personal safety, equipment, the environment and product quality. Mandatory competencies needed for the learners current job must be prioritised and competence must be achieved in the time-frames agreed by supervisor and learner.雇员与主管一起制定短期的和长期的培训目标。这些目标包括及时获取的对人身安全，设备，环境和产品质量的关键技能。学习者的当前工作所必须具备的能力一定要优先考虑，而且必须在主管和学习者同意的时间范围内达到。Completing longer term goals and the acquisition of developmental (behavioural) competencies will enable a timely progression from the current job role to more advanced positions.实现长期目标并且使能力有所进展将能使雇员从当前工作角色及时发展到更高的岗位。Training opportunities培训机会Training will generally be carried out as opportunities come about to learn new skills by performing job tasks. All participants in the on-the-job learning cycle share the responsibility to look for and take advantage of opportunities for training, although the learner does have the most responsibility for his or her own learning.通常一旦有完成工作任务需要学习新的技能的机会就要进行培训。所有在岗的学习参加者均要负责寻找和利用培训机会，但是学习者必须要对其自己的学习负主要责任。Roles and Responsibilities角色和职责Introduction介绍The process of developing a learning plan involves both the supervisor and the learner. It is essential that the learner is active in developing a personal learning plan as ultimately it is the learners responsibility to achieve the planned goals.制定学习计划的程序涉及主管和学习者。由于实现计划目标最终是学习者的责任，因此学习者必需主动地制定个人的学习计划。Supervisor responsibilities主管的职责The supervisor is responsible for guiding the process of drawing up the learning plan. The supervisor best understands the requirements of the learners job, the order in which the learning tasks must be done and the learning management process.主管负责指导制定学习计划的程序。主管尽力了解学习者的工作要求，必须执行学习任务的顺序和学习管理程序的要求。The supervisor should:主管应该： review the site and job competencies to determine which are appropriate for the learners job and which should be set as priorities 检查现场和职业能力，确定哪些是适合学习者的职业和哪些应该设定为优先等级。 set up a meeting with the learner to develop (or review, as appropriate) their learning plan 与学习者组织一次会议，制定（或审查，视情况而定）他们的学习计划 provide guidance on Recognising Prior Learning and either complete an RPL assessment or nominate an appropriate assessor. Prior learning refers to the skills and knowledge which the learner already has. The learner must be assessed in these skills and knowledge in order to certificated competent in them. 提供认可以前的学习方面的指导，和完成RPL评估或者推荐一名合适的评估者。以前的学习指学习者已具备的技能和知识。必须评定学习者的这些技能和知识以便证明他们的能力。 provide an explanation of the learning management process 提供学习管理程序的说明Learner responsibilities学习者的职责The learner is responsible for actively participating in the development of the learning plan.学习者负有积极地参与制定学习计划的责任。The learner should:学习者应该： review the competencies required in the job role by checking the Learning and Assessment Guides on the Learning Management System (LMS) 通过学习管理系统（LMS）上的学习和评估指南检查工作任务所需要具备的能力 provide evidence of any existing skills and experience which should be reviewed as part of the RPL process 提供现有技能和经验的证明并作为RPL程序一部分进行审查。 participate in the setting of fair and achievable learning goals and agree on completion dates for the learning 参与制定合理的和能实现的学习目标，并且商定完成学习的日期Preparing for the Learning Plan Review Meeting准备学习计划审查会议New learner新学习者If the Learning Plan Review Meeting is being held to plan training for a new learner, or a learner who has just been assigned to a new job, the learners supervisor should follow the procedure below. 如果举行学习计划审查会议为新学习者或刚分配到新岗位的学习者拟定培训计划，该学习者的监督员应该遵循以下程序。Step步骤：Action方法1、Ensure the learners details have been entered correctly by the system administrator in the appropriate system, whether that be computer based (such as Traccess) or other. An example of revising the skills assigned to a learner using Traccess is shown below;确定学习者的详细资料已由相应系统中的系统管理员正确输入，可以是利用计算机（例如Traccess）或其它方法。下面是使用Traccess修改分派给学习者的技能实例。2、Review the skills-collection to ensure all of the required competencies are listed and to determine which must be achieved first. Refer to Determining Appropriate Competencies for a Learning Plan for further details.审查技能集合，确定列出所有需要的能力和哪个是必须要先达到的技能。有关详细资料，请参见确定学习计划的适当能力。Existing learner现有学习者If the Learning Plan Review meeting is being held to review the progress of an existing learner, the learners supervisor should follow the procedure below.如果召开学习计划审查会议审查现有学习者的进展情况，学习者的监督员应该遵循以下程序。Action方法1、Access the records (computer or otherwise) and review the learners progress.访问记录（计算机或其它），审查学习者的进度。2、Print a report showing details of the learners progress, if required. A sample report from Traccess is shown below.如果需要的话，打印出学习者进度的详细资料报告。下面显示了Traccess的报告式样。During the Learning Plan Review Meeting在学习计划审查会议期间What must be covered 必须包括的内容During the Learning Plan Review Meeting, the supervisor and the learner should follow the procedure below.学习计划审查会议期间，监督员和学习者应该遵循以下程序。Supervisor监督员Explain the learning management process to the learner (if the learner is a new employee). Access the LMS and review the required competencies and the priorities for learning.访问LMS并审查需要的能力和学习的优先顺序。向学习者（如果该学习者是一位新雇员）解释学习管理程序。Learner and Supervisor 学习者和监督员Discuss which competencies, if any, should be subject to an RPL assessment.讨论哪些能力，如果有的话，应该进行RPL评估。Learner and supervisor学习者和监督员Agree to goals and target dates for achievement of required competencies.就所需能力的目标和预定日期达到一致意见。Supervisor监督员Allocate time to the learner for training.规定学习者的培训时间。Following up the Learning Plan Review Meeting学习计划审查会议之后After the meeting会议之后After the Learning Plan Review Meeting, the supervisor and the learner should follow the procedure below.学习计划审查会议结束之后，监督员和学习者应该遵循以下程序。Action方法Provide details of existing skills and experience for RPL assessment.为RPL评估提供现有技能和经验的详细资料。Supervisor监督员Organise any required Recognising Prior Learning assessments and ensure the results of these assessments are credited.组织需要的先前学习认可评估，并确保这些评估结果是可以信任的。Learner学习者Complete training requirements within the agreed timeframes to ensure goals are met.在商定的时间范围内完成培训要求，确保达到目标Supervisor监督员Monitor the learners progress via the LMS to ensure goals are met.通过LMS监督学习者的进度以确保达到学习目的。Learner学习者Review the learning plan with the supervisor at regular intervals to set new goals.定期同监督员一起审查学习计划，确定新的目标。Recognising Prior Learning认可先前的学习Benefits益处Benefits to the employer对雇主的益处Recognition of Prior Learning (RPL) can:先前学习的认可( RPL)可以： enable more effective and efficient use of skills already attained in the workplace 能够更实际有效地运用在工作场地已获得的技能 reduce existing organisational training costs by reducing duplication of training and refresher training time 减少重复培训和复习培训时间从而降低现有组织培训费用 speed up the learning of important skills so employees can be fully competent as quickly as possible 加快重要技能的学习速度，使雇员能够尽快完全胜任工作RPL can:RPL可以： reduce the time required to complete a formal qualification and/or gain certification in the workplace 缩短完成正式资格评定及获得上岗证所需要的时间 in some cases make entry into formal training more attractive and increase motivation and self-confidence 在有些情况下进入正式培训更具吸引力，并提高积极性和自信性 offer cost-savings by reduction of unnecessary training time and fees 减少了不必要的训练时间和学费，节约了成本 provide opportunities for those who are disadvantaged as migrants, or by lack of formal education or recent work experience 为条件差的移居者或因缺少正规教育或最新工作经验的那些人提供机会Key Principles关键原则Principles原则There are five key principles which should be taken into consideration during assessment of Recognition of Prior Learning (RPL):在评估先前学习的认可（RPL）期间有五条关键原则应该考虑到： RPL recognises competencies attained prior to assessment. RPL认可评估之前获得的能力。 RPL assessment must examine required competencies. Accumulated learning experiences are assessed against the specific competencies only. RPL评估必须检验需要的能力。只能对照特定的能力评估积累的学习经验。 RPL should be available to all employees. Complete information about the criteria used to accept RPL for each job competency required should be provided. RPL应该对所有员工都适用。应该提供有关允许RPL用于各职业需要能力所用的标准方面的完整资料。 RPL should involve fair and open assessment processes. A variety and range of methods should be used to determine RPL of existing competencies. RPL应该包括合理的和公开的评估程序。应该采用多种方法确定现有能力的RPL。 RPL should incorporate adequate support for employees throughout the process. An opportunity should be provided for the learner to explain the relevance of prior experiences to required competencies 在整个程序中RPL应该体现对员工充分的支持。应该向学习者提供机会解释先前经验和所需能力的关联Policy for Operations Competencies操作能力的方针BOCs policy on the recognition of prior learning for mandatory, Operations competencies is that RPL must only be awarded when there is no doubt whatsoever that the employee is fully competent in the requirements of the IMSS chapter. Further restrictions for recognising both theoretical and practical competence follow.关于强制性的操作能力的先前学习的认可，BOC方针是只要员工完全达到IMSS章节中要求的全部能力而且确定无疑时才必须给予颁发RPL。下面进一步限了定对理论和实践能力的认可Prior learning - theory 先前的理论学习Because IMSS invariably includes more background information than existing systems, no prior learning should be acknowledged for the theoretical component of a competency and all Traccess tests, and any other required theory tests, should be taken by all personnel.由于IMSS的背景资料总是比现有系统的要多，因此先前学习的能力的理论部分不会被承认，所有员工都应该参加Traccess测试和其它任何需要的理论测试。Prior learning - practical 先前的实践学习Recognising practical skills may be granted under a number of conditions;在许多情况下可以认可实践技能：1. The recognition of prior practical competency be evaluated individually for all employees, not as part of a work group 对所有员工，不是工作组部分，逐一评定先前实践能力的认可2. The assessment must be made by personnel endorsed in writing as competent by the Business Unit 必须由业务单位授权胜任的人员进行评估3. A formal system of assessment (for example technical audit) must have been in place before the IMSS implementation was commenced. 在IMSS开始执行之前，正式的评估系统（例如技术审计）必须已经就位。4. The most recent practical assessment must have been made within the requalification period identified for that competency. 最近的实践评估必须在确定能力重新验证周期的阶段内完成。5. All decisions taken in respect of RPL are to be fully documented.关于RPL做出的所有决定都要全部用文件证明。All five of these conditions must be met before RPL can be awarded. If one or more conditions cannot be met RPL must not be awarded.在颁发RPL之前必须符合上述五个条件。如果不能符合上述中任何一个或几个条件，则不许颁发RPL。Traccess record Traccess记录When awarding RPL, the completion date to be entered into Traccess is the date at which the training was actually completed, not the date at which RPL was awarded. In this example, the theory test was retaken in 2001 whereas the practical training was recognised as having been completed in 1999.颁发RPL时，记入Traccess的完成日期就是培训实践完成的日期，而不是颁发RPL的日期。在本实例中，理论测试是于2001年重新进行的，而实践培训的认可则是在1999年完成的。Site implementation 现场执行These concepts form part of the process of implementing IMSS. Refer to Site Implementation of IMSS for more details.这些概念构成执行IMSS的程序一部分。有关更详细的说明请参见IMSS的现场执行。When to Use Recognition of Prior Learning什么时候使用先前学习的认可When to use什么时候使用An RPL assessment should be conducted:在以下情况应该进行RPL评估： for each new employee 对每一位新雇员 when an existing employee changes job positions or work sites 当现有雇员调换工作岗位或工作现场时 when requested by an existing employee who believes their existing knowledge and skills have not been recognised 当现有雇员认为现有的知识和技能没有得到承认项请求认可时Refer to Conducting an RPL Assessment for further details on the process.有关该程序的更详细资料，请参见实施RPL评估。When RPL cannot be used什么时候RPL不能使用Some legislative requirements take precedence over RPL principles. Therefore, RPL principles must be directed by these legislative requirements. Examples of these legal requirements may include:有些立法要求优先于RPL原则。因此，RPL原则必须受到这些立法要求控制。这些法定要求的实例可能包括： a requirement to requalify for a safety course or a first aid qualification 重新考核安全课程或急救资格的要求 in certain circumstances, other laws may not allow recognition of skills and knowledge on the basis of the minimum legal age, such as driving specific vehicles 在某些情况下，其它法律不允许根据最低法定年龄来认可的技能和知识，例如驾驶特殊车辆In Operations areas, RPL can only be used as required by Policy for Operations Competencies.在有些操作区域，只能按照操作能力的政策要求使用RPL。Conducting an RPL Assessment进行RPL评估Stages of an RPL Assessment The six stages of RPLRPL的六个阶段The six stages of an RPL assessment are:RPL评估的六个阶段是： Stage 1- Provide Information about RPL 第1阶段 提供RPL资料 Stage 2 - Support and Explanation of RPL 第2阶段 RPL的支持和说明 Stage 3 - Learners Application for an RPL Assessment 第3阶段 学习者申请RPL评估 Stage 4 - RPL Assessment 第4阶段 RPL评估 Stage 5 - Post Assessment Guidance and feedback 第5阶段 岗位评估指导和反馈 Stage 6 - Certification 第6阶段 合格证Stage 1- Provide Information about RPL Objective目的The objective of this stage is to inform all employees about RPL.本阶段的目的是使所有雇员了解RPLPurpose 用途For new employees or employees changing job positions:These employees need to know about RPL so they can identify existing skills and knowledge which are relevant to their new role 对于新雇员或调换岗位的雇员： 他们需要了解RPL，以便他们能确定与其新任务相关的现有的技能和知识 For existing employees:These employees need to know about RPL so they can ensure that their training records accurately reflect their previous skills and knowledge, where relevant 对于现有雇员： 他们必须了解RPL，以便他们能保证他们的训练记录正确反映他们以前的相关的技能和知识What information?资料内容?The information about RPL which should be provided includes:应该提供的 RPL资料包括： an explanation of what RPL is and what is involved 解释什么是RPL和涉及的内容是什么 how to request an RPL assessment 如何申请RPL评估 examples of appropriate evidence/proof for RPL accreditation RPL鉴定合格的相应证明/证据的实例Stage 2 - Support and Explanation of RPL第2阶段 - RPL的支持和说明 The objective of this stage is to clarify expectations and explain the application of RPL criteria.本阶段的目的是阐明期望值和解释RPL标准的应用Employees may try to claim accreditation for unimportant skills or fail to consider all aspects of their past experiences. The purpose of this stage is eliminate these types of problems.雇员可能设法要求对不重要的技能或不合格鉴定合格并考虑他们过去的各方面经验。此阶段的目的就是解决这类问题。This stage is normally completed through a discussion between the employee and their supervisor about the specific job requirements. Refer to Determining Appropriate Competencies for a Learning Plan for more information.本阶段通常是通过雇员和他们的主管双方就特殊职业要求进行讨论后完成。有关更详细资料请参见确定学习计划的适当能力。Stage 3 - Learners Application for an RPL Assessment第3阶段 学习者申请RPL评估The objective of this stage is for all appropriate employees to apply for an RPL assessment.本阶段的目的是为了所有相关的雇员申请RPL评估的。Employees should:工应该： refer to the LMS for information on the specific performance standards required for each skill 有关各种技能需要的具体能力标准的资料参见LMS document the claim for competency in terms of these requirements 按照这些要求用文件证明能力要求Claims for competency will then be assessed against these performance standards.然后对照这些性能标准评估能力要求。Stage 4 - RPL AssessmentThe objective of this stage is to determine whether an employee who has applied for RPL meets the required performance standards. This is achieved by assessment of the employees competency.本阶段的目的是确定已申请RPL的雇员是否达到需要的性能标准。可通过员工能力的评估来实现。Assessors need:评估者需要： understanding of and experience with the principles of RPL and the standards being assessed 了解RPL的原则和被评估的标准以及具备有这方面的