Feature insight - Staff development
...higher level for employees who have committed to taking a professional qualification...
Are you new to payroll or use a payroll system and need to know how it works to be able to answer employee questions? Delivered entirely online, the Payroll Technician Certificate will equip you with the skills necessary for the timely and compliant administration of payroll in your organisation; and provide a grounding in areas such as statutory payments, court orders and student loans. Payroll Technician Certificate
a survey taken by MIT employees. This would be a useful aid when choosing which delivery method to use. Training methods Training Today also discusses different training methods in the article ‘The most effective training techniques’ (http://bit. ly/1Kqx9K9) whilst going one step further and suggesting how these methods can be combined for optimal learning. However, before looking at the differing methods they take a step back and ask you to consider some key questions, such as goals, demographics of trainees (new, seasoned, upper management?), budget, time and resources available. By answering these questions, you should find it easier to narrow down your choices. ● Classroom/instructor led training – Training Today states that this remains one of the most popular training methods, with many variations on a theme. This is a method of training that can enable presenting a large body of material to different sized audiences. It is face to face and ensures everyone gets the same information at the same time. This more interactive and storytelling method usually grabs people’s attention better, but success does very much depend on the trainer’s ability to deliver and keep staff engaged. Suggestions for ensuring success are given: training the trainers on public speaking, giving them the materials they need and blending with the interactive method of training. ● Interactive – This type of training generally engages employees more and is usually fun and enjoyable. Those level 5 coaches can pass on their knowledge to employees with less knowledge and trainers can see during the session how well the candidates are learning. These sessions can take longer due to the interactivity required and some methods can be difficult to control and keep on track, so it is more of a challenge to ensure that all of the information was passed on. ● Hands on – This method is effective for training on new procedures and/or equipment. They are directly applicable
to learners’ jobs and the trainer can immediately establish whether someone has picked up the required skills or knowledge. However, they aren’t good for large groups, as the need for personal coaching for learners who are struggling can slow the whole group down which can be expensive for organisations if they are employing apprentices who are being trained by someone doing the job, as productivity will be lower in the early days. ● Computer based – Generally, the programmes are easy to use, can be customised and help employees to develop and practice new skills. They can be used for refresher training and are excellent for self-directed learning. They are cost effective, flexible, interactive and measurable. Trainees do have to be computer literate and need to have access to a computer and there is no one to ask questions of. They aren’t always useful for new or one-time training and if badly designed, can be boring and ineffective. ● Online/e-learning – Effective across multiple locations this method can save on travel costs and time. A more cost effective way of obtaining training from industry experts, they can be used for new and refresher training. It is generally easier to ensure material and delivery is up to date. Employees can feel uncomfortable asking questions due to the remoteness and there is little opportunity to receive context specific advice or timely response to questions. Professional qualifications When looking at multiple areas of development for an individual or when developing a program for a function, consider also professional qualifications. This is particularly useful if you are developing for succession planning, or to increase the overall subject matter knowledge of people within your team, or across your team as a whole. This can be utilised when structuring your pay grades; for example, you may have one level for non-qualified payroll practitioners and a higher level for employees who have committed to taking a professional qualification relevant to their role. ■
For full details please visit cippqualifications.org.uk or email qualifications@cipp.org.uk .
cipp.org.uk
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Issue 25 | November 2016
| Professional in Payroll, Pensions and Reward |
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