Strategy for the Development of Trainers and Facilitators of Learning in Ireland The Consortium of the Trainers Network, a network of organisations involved in the training of trainers, has produced this Strategy document, which recommends ways to develop the profession of training and development in Ireland. We use the word trainer and facilitator of learning to refer to people who create a learning environment by facilitating and supporting learning both at work, in vocational training and adult education. The Training and Development Profession - Why it Needs to Change The profession of training and development in Ireland operates in many diverse ways. In line with the increasing emphasis on, and investment in, human resource development nationally, a more cohesive, standards driven approach is required. Despite many examples of best practice in Ireland, there is a need for a more structured approach to support trainers and facilitators of learning. This will help the profession to assure competency standards, maintain quality and keep abreast of new technology and innovation. The change has to take account of: Current and future challenges Other national developments Making learning and training more effective The need for consistency in implementing and monitoring standards Current and Future Challenges There is an urgent requirement to improve the national skills base to ensure continued expansion of the Irish economy, and to close current and emerging skill gaps Investment in people is critical to sustain success in a knowledge-based economy. Ireland must maximise its competitive advantage by bringing the level of investment in people in line with international competitors. The pace of change means that both technology and information has a short life span and requires continual updating. Lifelong learning will have growing significance as students exit prematurely from the national training and educational systems. Training is one of a number of ways that will help to improve national productivity levels. As it becomes more difficult to recruit employees, greater attention must be placed on building the skill and productivity levels of current employees. The development of trainers and facilitators of learning is in harmony with other major developments The role and contribution of adult education and lifelong learning in society is recognised through the Adult Education Green Paper and pending legislation The Qualifications (Education and Training) Act, 1999, lays down mechanisms to establish and develop standards of knowledge, skill or competence. The National Development Plan highlights the level of investment required in Human Resource Development to maintain competitiveness The Partnership of Prosperity and Fairness defines a role for lifelong learning Support for increased investment in education, training and human resource development is being provided by many national and local organisations Cross Border bodies are working together to address common concerns. The Training and Employment Agency has been involved in this project There is an increased emphasis on, and requirement for, accreditation across Europe Learning and training will become more effective by: Having qualified facilitators of learning, with the necessary qualifications and competence Ensuring learning provides individual development and improves business performance Maximising the benefits of technology in learning, including self-managed learning, action learning and computer/web based learning Creating a learning culture in society and business Helping individuals to manage complexity and an accelerated pace of change Having high standards of training and development, which are efficient and cost effective Consistency in the implementation and monitoring of professional standards will be achieved by Clarifying standards of training delivery across courses, trainers, and content areas A uniform definition of standards of good practice, which guarantees learning outcomes Mapping out development opportunities for trainers and learning facilitators, and ensure they become adequately qualified Defining the role of trainers and educators as experts in facilitating and managing the learning process (subject matter expertise is addressed by other relevant accreditation bodies) The implementation of a registration system to monitor and validate standards, to ensure continuous updating of knowledge and professional development Recommendations The Consortium of the Trainers Network recommends a number of immediate actions. These will contribute to the implementation of best practice in training and development in Ireland and the creation of a culture of lifelong learning. The recommendations cover: Defining the competencies required by trainers and facilitators of learning Creating avenues for people to be professionally accredited, and Ensuring the on-going registration of all practising trainers. The Consortium will: Establish a working party to define the current and emerging competencies required for trainers in their role as facilitators and managers of the learning process Define a appropriate range of levels within the profession Tap into existing expertise, including that of members of the network Take account of current best practice and use international research to define role and skill requirements to make sure: - That learners' skills/abilities are harnessed - That learning impacts on work performance - Organisations develop a learning culture - Barriers to learning are unblocked - The added value of investment in training is recognised The Consortium will: Work with the new National Qualifications Authority and other relevant bodies to implement a comprehensive qualification and accreditation process across all levels of the profession Map out current qualifications and levels of expertise with reference to the defined competency requirements Use its expertise to implement a mechanism for the accreditation of prior learning Support ongoing professional updating through web based information sharing and access to resources In the long-term, the Consortium seeks to have a mechanism in place to ensure the on-going professional accreditation of trainers and facilitators of learning and will actively pursue: A registration scheme for trainers, depending on their qualifications and ongoing development through the set up of an awarding body, similar to a Standards Lead body A requirement for continuing professional development A quality mechanism for learning resources and materials A code of conduct/ethical charter The Benefits Which Will Result The implementation of this Strategy will result in a range of benefits to the Irish economy, as well as to trainers and learners as individuals: For Learners/Individuals More competent to deal with the challenges in their environment Increased employability, mobility and reward potential Improved access to development opportunities Contributes to social inclusion Individuals 'switched on to learning' through positive experiences, value lifelong learning Training and development more learner centred Experience of greater efficiency and effectiveness in learning For Organisations Improved transfer of learning in the workplace, resulting in improved performance and productivity Greater return on investment Unique competitive advantaged resulting from a trained workforce Greater efficiency and effectiveness of the learning process and use of learning technologies Increased acquisition of skills by employees Commitment to training and development of employees Improved ability to attract and retain employees For the Training Profession Proven competency and qualifications framework in place, which meets national and European standards. Clear standards set and a registration system to monitor their implementation Recognition of the strategic role of learning and the unique contribution of the profession to learning effectiveness Trainers perceived as part of delivering high quality integrated solutions Career structure whereby those involved in development and facilitation of learning know what standard they have achieved and how to progress Development opportunities and resources are available for continuous professional development Increased cohesion and communication within the profession leading to greater recognition, nationally and internationally. Across Society Greater participation in lifelong learning Learning perceived as a positive experience Greater individual contribution to society Improved performance and productivity Availability of a pool of skilled people as a result of more effective training and development top About the Network | Train the Trainer | Resources/Links | Hints on the Web | Chatroom | Contact | Home