Education & Training Standards Development Group
The Institute is currently leading the development of the Award Standard for an Advanced Certificate in the field of Education & Training and has convened a Standards Development Group which will be a focused working group comprising of ten key stakeholder and representative bodies, which will consult with other groups and organisations as appropriate throughout the development phase. 

The representation on this Standards Development Group will deliver the range of knowledge, experience and expertise in the field of Education and Training to ensure the delivery of an Award at this level which is appropriate to all sub-sectors working in the field and ultimately, the availability of an Advanced Certificate Award Standard in the field will ensure the existence of an accredited progression route for training and HRD professionals across the framework and will help to deliver on the ethos of the One Step Up Initiative.

Needs Analysis Exercise to Establish the Existing Skill and Qualification Level of HRD and Training Professionals in Ireland
The Institute, with the support of FAS, is conducting a needs analysis exercise to establish the existing skill and qualification level of HRD and training professionals in Ireland, and is consulting closely with its members, key stakeholder organisations and representative bodies in the course of this project. 

The primary focus of this project is to collect, summarise and analyse the findings of this exercise and to produce a report outlining the needs of training professionals across the industry using the findings from the analysis and in the context of recommendations in recent reports from FÁS, the Future Skills Group, the Enterprise Strategy Group etc. and a consideration of standards and occupational analysis in comparable EU States (e.g. UK Sector Skills Councils).  This will inform the work of the Institute in designing, developing and piloting a range of possible solutions and responses through a CPD model which will be business focused and will enable us to address the key areas for improvement.  This activity will form part of the Institute’s National Strategy and will further enhance the work the Institute is doing in conjunction with NCI, FÁS and others on the development of an accredited career ladder for training and development professionals.

Innovation in Training Delivery
The Institute, with the support of FAS, has commissioned Henley Management College to conduct a piece of research that will look at evaluating existing methods for delivering training in an innovative manner, focusing on how organisations overcome barriers to training that exist for many companies, such as access and time.  It will also look at how these existing models of delivery are meeting the needs of individuals, the organisation and the industry itself.

The Institute is acutely aware of the need for all development opportunities to be linked to the National Framework of Qualifications and in keeping with that, all of the Institute’s own programmes are mapped to the framework from the Certificate in Training and Development and four-day Trainer Skills Certificate through to its BA in Training and Development at level seven and the MA Learning and Development Consultancy with UCC.   In keeping with this the Institute has worked with a range of other agencies with the development of a Qualification Route for Learning & Development Professionals.

The IITD has designed, developed and recently launched a diagnostic tool for small and medium enterprises (SME) to assist them in the advancement and implementation of a training, educational and development policy and plan for their organisations.  That tool and the associated research that underpins that development is available from the IITD head office in Naas.

  A Review of the Training and Development Function within a Community and Voluntary Sector Organization     

As you are aware, IITD is the Irish representative body on the International Federation of Training & Development Organisations (IFTDO). This year, IFTDO has initiated a Global HRD Award which is open to member organisations. As members of IITD, you are eligible to submit an entry for this award. This is an excellent opportunity to gain global recognition for your efforts and we would encourage as many of you as possible to enter. To reach the pinnacle of success in your profession takes hard work, a sense of vision and real attention to detail. Each year, IFTDO celebrates the projects that have made a real difference, as well as the effort and application of the people who have made them possible.

For further information, please see the attached documents.

Irish Training Professionals need new skills to help future proof Irish businesses, according to new report

With the Irish economy rocked by an average of 130 job losses per day in 2008, two thirds of those involved in training and development roles in Irish business cited their need to acquire increased Management, Leadership Development and Strategic Business skills, to help their businesses and organisations meet the specific national and global challenges, which currently exist.

This and other findings were outlined in an extensive new report launched today entitled “An analysis of current & future skills, education & qualifications of the HRD & Training Profession in Ireland”. Commissioned by the Irish Institute of Training and Development (IITD), the professional body representing Human Resource Development (HRD) and Training professionals in Ireland, with support from FAS, it is the first report of its kind to be undertaken on behalf of members of the Irish training and development profession itself.

Speaking at the Launch, Minister for Labour Affairs, Billy Kelliher, T.D. said "If we are to succeed in getting our economy back on track then the safeguarding of Ireland's competitiveness and future prosperity requires that we maintain competitive advantage over our competitors in a number of vital areas. The skills and competencies level of our labour force is one such area and the HRD and Training profession has a vital role to play in this process.

We must continue to produce highly educated and skilled individuals. We must ensure that the country has a labour force with the ability to not only meet the needs of enterprises but, more importantly, to allow Ireland to quickly respond to emerging opportunities that will present themselves in the future" the Minister added.

Other key findings of the report include :

• HRD & Training professionals need, more than ever, to be fully aware of the business context within which their company or client operates.

• Current economic and market challenges result in a need for professionals to meet the new challenges which necessitate a move away from traditional training to facilitation and the balance of both organisational and individual requirements.

• As part of a rigorous accreditation process, there is a need for a comprehensive training or education programme for entrants to the profession.

• A wide array of entry paths to the sector exists. Only one fifth of those surveyed came from a specialised HRD or Training Background.

• Two thirds of respondents had addressed their own individual developmental needs, by attaining an educational qualification within the last five years. However, there is little standardisation in these qualifications, either in discipline or level of qualification achieved.

“This report is a welcome and timely add

In October 2008 the National Council of the IITD adopted the recommendations of a report which it had commissioned on the current and future skills, education and qualifications of the HRD and Training Profession in Ireland. This report had been commissioned to identify the future needs of the Profession and steps which the IITD needed to take to position the Profession going forward.

One of the main recommendations in this report was the need to bring greater clarity on the differing occupational roles in the Profession and the relevant qualifications associated with each role.

Arising from this report the National Council established a sub committee to develop macro competencies on 5 roles in the Profession.

The 5 Main Roles identified in the Profession were

Administrator role
Instructor role
Learning Specialist role
Business Partner role and
HRD Strategist role

The Committee adopted a competency model which focused on two broad categories viz

Foundation Competencies
Technical Competencies
 
Within each category the Committee listed 5 macro competencies

The Foundation Competencies adopted were
A: Strategic Perspective
B: Business Results
C: Communications
D: Relationship Management
E: Leadership

The Technical Competencies adopted were
A: Talent Management
B: Managing Learning
C: Change Management
D: Design and Delivery
E: Measurement and Evaluation

Please click HERE to download the Trainer Competency Matrices.

The committee has now completed an analysis of each of the 5 Main Roles in the Profession relative to the 10 macro competencies listed above. The focus of the Committee has been both practical and business oriented and we are confident that this analysis will provide an invaluable tool for all practitioners in the profession.

In March 2009 the National Council of IITD adopted the competency matrices and these competencies will be integrated into the work of related sub committees established by the National Council to develop integrated proposals on the future direction of the HRD Training Profession.
 

The Irish Institute of Training and Development (IITD), responding to the European Commission’s mid-term review which highlighted the need for continuous up-skilling of the Irish workforce, commissioned a study of ways in which innovation and creativity might be introduced to training and human resource development by Ireland’s training community. The aims of the study were to identify and review existing methods and tools for delivering training remotely, evaluate to what extent existing methods and tools meet current needs, identify new, innovative technologies and the degree to which they meet the functionality required by learners and to make recommendations for the further professional development of the training community in response to the findings.

NALA has developed “Integrating Literacy Guidelines for Vocation and Workplace Trainers”, a set of guidelines for trainers, specifically about providing literacy inclusive training, to help trainers assist learners with literacy/numeracy difficulties.

A quarterly report issued by FAS.

Future Skills Needs of the Wholesale and Retail Sector
by EGFSN

This report assesses the skills requirements of the wholesale and retail sector in Ireland over the period to 2016, and identifies actions required to meet these skills needs.

Download the publication by clicking on the icon below.

As you are aware, the IITD is in the process of compiling Registers of Specialists and IITD members who demonstrate a range of competencies associated with various HRD and training roles will be eligible for inclusion on one or more of these registers.

The five Registers of Specialists are

1.      Administrator
2.      Instructor
3.      Learning Specialist
4.      Business Partner
5.      HRD Strategist

The Benefits of Specialist Registers

– IITD will be able to recommend a member as competent.

– The registers will be a selling point for employers and service-users.

– IITD will maintain the currency of the registers.

 A Summary of CPD (Continuous Professional Development) and the Assessment Process

 In order to qualify for a place on a specialist register you will be required to provide evidence of formal qualifications APPROPRIATE  TO THE PROFESSION and a portfolio of outputs based CPD.  This is a separate process from holding membership with the IITD. The register of specialists has a set standard which your CPD must meet.

 As part of the application process, we will assess the CPD record of applicants, who must submit evidence that their CPD meets the standards for registration.

 We hope as many members as possible will apply to be positioned on one or more of the Registers.

 The IITD has created the Registers of Specialists Handbook for HRD professionals who wish to have their CPD assessed for the purpose of applying to be placed on one or more of the Register of Specialists.

 An application form and Registers of Specialists Handbook are available for download.

 If you require any further information, please do not hesitate to contact us.

The Expert Group on Future Skills Needs (EGFSN) have recently published the 2010 update of the National Skills Bulletin, its annual review of employment and skills in Ireland. This year’s Bulletin confirms that during 2009 most labour market indicators deteriorated compared to 2008. However, the report also highlights that employment opportunities and some skill shortages continue to exist despite the recession.

Commenting on the report, Una Halligan, Chairperson of the EGFSN said “The National Skills Bulletin is a compulsory read not just for those involved in policy making, but also for education and training providers, those deciding on education and training choices and their career advisers to provide insight into where career opportunities exist in these difficult times.”

Key points identified in the report include:

 During 2009, employment decreased in most sectors of the economy, with the greatest decline recorded in construction, manufacturing, agriculture, wholesale and retail. However, employment increased in the ICT sector, with modest increases also recorded in the transport, food and health sectors. In addition, as a result of the deregulation and the growth of the renewable energy sector, employment increased in the energy sector (electricity and gas).

 In 2009, males, under-25s, early school leavers, non-Irish nationals, residents of the South-East region and construction workers (craft persons and labourers) were at a greater risk of unemployment than their counterparts.

 While in general the supply exceeds the demand, some areas of skill shortage were identified. The shortages relate to a small number of posts and are confined to specialists within an occupation (e.g. electrical engineers with an expertise in high voltage grids); senior personnel (e.g. IT project managers); niche areas (e.g. telesales with fluency in fore