Design and develop learning strategies
Identifying what is to be delivered
Understanding the purpose of the learning program and its target client group allows you to properly research the best options to fulfil the specific needs identified. In looking at options for the strategy you would also need to consider the standards and benchmarks that need to be imparted to the learners. These are an extremely important aspect of any learning program as they represent quality standards. In workplace terms they are the standards that the organisation has set to ensure a consistently high quality of service or product is provided to customers at all times. In vocational education terms these standards represent the quality of education provided to learners.
A learning strategy must take all of these issues into consideration and provide the best option available for both the organisation’s and the learner’s needs. Questions that need to be asked include (but are not limited to):
1. What are the organisation’s policies and procedures and how will they be addressed in the learning program?
· Are there any legal obligations that staff must be made aware of?
· What compliance issues is the organisation subject to?
· What are the consequences of any breaches of legal or compliance issues?
2. Are there any legislative requirements that must be considered in the development of the program? For example, is it necessary to include training on liquor or tobacco laws or on the responsible service of alcohol?
· Are workers in specific industries required to update their formal qualifications in order to secure their continued employment?
3. What kind of learning program is needed to ensure the desired outcomes are met?
· Will the training be informal on-the-job training to provide updated or new skills to staff?
· Will the staff need to undertake a more formal qualification course or only a condensed skill set aimed at their specific job role?
· Will the learning take place face to face in a classroom, by distance or wholly on the job?
4. Will there be any government funding involved, as in the case of an apprenticeship or traineeship? If so, what contractual issues need to be considered?
5. What resources will be required?
· Will it be necessary to access actual workplace conditions in order to facilitate the learning and assessment of the program? If so, what conditions or restrictions may be imposed by the workplace?
· Will the learners require text materials such as books or handouts?
6. What staffing arrangements need to be made?
· What qualifications will trainers be required to hold? Will specialist support be required?
· Will it be necessary to appoint workplace mentors or coaches?
7. What is the timeframe for the learning program and how long is each session to last?
8. What venue/s will be used and do they have the required access and equipment?