Talking training

Each and every one of us has different needs and aspirations, all development plans should recognise this by offering solutions to suit each individual.

Of course some organisations are more structured than others and elements of their training must adhere to a framework, such as insurance companies or regulatory bodies and where this is the case the style of delivery rather than the content should be tailored to the individual’s learning style.

For most professions providing an ‘off the shelf’ set training programme for all staff within a business, is less effective than identifying individual differences, for instance in areas such as leadership and management development experience and existing skillsets will dictate what the individual wishes to learn. Individual members of staff may require different courses to develop and achieve their career goals.

The world of work-based education and training has come a long way since the ‘chalk and talk’ classroom based learning methods were introduced across the board; you only need to look at the vast array of vocational qualifications on offer today to witness this evolvement.

Vocational qualifications are created by sector, and within the industry set standards there is a wider scope for personalising and tailoring each course.

Employers, with their workforce, can choose specific units from optional elements of vocational programmes to meet their specific business needs and role, fulfilling their ideal training plan.

Programmes can be designed in line with the individual employee’s previous experience, existing qualifications and their role within the organisation.

It is important to note that the level of the units within vocational qualifications can be increased and decreased depending on the individual’s status. For example, an individual may not require the recruitment element of a management qualification; however, their employer may want them to prepare for growth. With this in mind, a growth element can be implemented and delivered but at a Level 2 instead of a Level 3.

To summarise, we can also use the breadth of vocational qualifications to support SME businesses to pinpoint areas that are relevant to their current plans and future aims, whilst also adjusting the optional elements when changes occur.

This policy of adaptability is at the forefront of Acorn’s Training Division. As part of our remit, we create and deliver a comprehensive range of bespoke training solutions with individual support and guidance for both employers and employees and their specific requirements.

Times have changed and today there is absolutely no need or justification for a ‘one size fits all’ approach when it comes to addressing the training arena.