Scribd
Upload
82 views4 pages

SWBT Guide Reviewer For Interview

1. The document discusses the components of a training plan, which include trainees' requirements, training activities/tasks, mode of delivery, staff, facilities, venue, assessment arrangements, dates, and times. 2. It also discusses the goals of work-based learning, which include expanding learning in a work setting, helping trainees transition from school to work, teaching the work environment, and providing career opportunities. 3. Monitoring trainees' progress is important and can be done through a progress chart, record book, feedback, and self-evaluation to track development over time.

Uploaded by

MARJORIE BIBON
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
82 views4 pages

SWBT Guide Reviewer For Interview

1. The document discusses the components of a training plan, which include trainees' requirements, training activities/tasks, mode of delivery, staff, facilities, venue, assessment arrangements, dates, and times. 2. It also discusses the goals of work-based learning, which include expanding learning in a work setting, helping trainees transition from school to work, teaching the work environment, and providing career opportunities. 3. Monitoring trainees' progress is important and can be done through a progress chart, record book, feedback, and self-evaluation to track development over time.

Uploaded by

MARJORIE BIBON
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

SWBT Guide Reviewer for INTERVIEW

To ensure that the training arrangements are met:


• The trainers must identify from the list what are the required tools, equipment and
materials; and facilities that the trainees would use to attain the required competency/ies
based on the training plan; and
• The trainer should also check with the person concerned the availability of these
resources before starting the training.

Differences of Job Shadowing from Internship


 Job Shadowing is a school-supervised career exploration activity wherein trainees visit
worksites and "shadow" employees as they perform their jobs. Job shadows emphasize
observing the workplace, not participating as a productive worker. The job shadow
provides the trainees a meaningful introduction to the world of work and provides a
context for understanding the relationship and interaction between the competencies
taught in the training institution and the workplace. On the other hand, internships help
trainees move from school to the workplace by offering "hands-on" learning, in real
work settings, over a relatively long period of time. They are school-supervised and may
be paid or unpaid. The internship is designed to give trainees a better sense of the jobs
within a particular business or industry; to provide trainees with information about all
aspects of the business; and to aid them in understanding, through experience, how
each part of a company aids another in meeting the goals and objectives of a business
or industry.
Components of a training plan? Explain each component
• Trainees’ Training Requirements - These are the competencies or learning outcomes that
the trainees need to learn
• Training Activity/Task - These are the activities / task that the trainees need to perform to
learn the competencies or learning outcome, (this can be discussed with the industry
trainer/ supervisor in case the training would be conducted in a company/actual
workplace)
• Mode of Training - This refers to the medium used to deliver the training/facilitate the
learning
• Staff - The personnel involved in the training (trainer/ training coordinator/ supervisor/
etc).
• Facilities/Tools and Equipment - The Resources that would be needed during the conduct
of the program.
• Venue - The place where the training will be conducted. In this instance it could be a
simulated workplace or the actual workplace (industry/ company)
• Assessment Arrangement - Assessment and judgment on quality of evidence in order to
conclude whether you achieved the learning objectives or not
• Date and Time - Schedule of the training 

The goals or objectives of work-based learning? Give at least three.


• To expand and enhance the trainees’ learning through planned career experiences in an
actual work setting.
• To help the trainees make the transition from school to work and career.
• To teach the environment of work.
• To increase the trainees’ awareness and appreciation of the relevance of basic, common
and core competencies as they apply to their qualification/ occupational choice.
• To provide the trainees with opportunities for potential career placement in their
occupational choice.
• To project a positive image for trainees through involvement in business and industry

A trainees' progress chart is a monitoring and assessment tool that can be used for training.

Creating a progress chart enables the trainers to track the development of trainees over
time in a manner that is visual and easy to understand. It can be a line graph, a bar graph,
a spreadsheet, or any other format that enables you to convey information about the
process whose progress you are measuring and to assemble the data in a clear and
concise format. The Trainee's Record Book is the record of the achievement of
competencies agreed within the training plan while in the industry. This record is an
important document that must be kept by the trainee throughout the training and given
to the trainer/industry trainer or supervisor, when requested, for inspection and to have
entries updated, on a regular basis
Important to observe safety practices in work-based training
It is important to observe safety practices in the work-based training to

• It protects employees and employers form pain, suffering, death or injury;


• It teaches workers how to work in a safe environment;
• It keeps every feels safe and happy;
• It teaches the workers to pay attention to their surroundings; It prevents companies from
lawsuit;
• It prevents costs due to lost wages and medical bills; and
• It prevents costs to the company in terms of lost man-hours
Work performance and learning achievements of trainees can be analyzed through:

• Review of the Training Plan;


• Evaluation of trainee’s progress report
• Getting feedback from the trainees.
• Self evaluation

To evaluate the effectiveness of the work-based learning against the stated objectives
Effectiveness of the work-based learning against the stated objectives can be evaluated through
the utilization of the evaluation tools like, questionnaires and rating sheets.

If majority of the trainees rated the trainer under the item "Training Methodologies are
effective" to be "Poor", what recommendation can you suggest
A10. Suggested recommendations:

• Change or apply varied training methodologies suitable for each competency. This
will make the training more effective.
• Undergo enhancement in training methodology.

-----------------------------------------------------------------------------------------------------

Work based training is training in actual work set up. Thus, there is a need to establish
linkages with the industry. As a trainer, I will choose an industry partner where 60-70 of course
components can be applied. The industry should have the potential to meet the standards of organized
work based learning thru tie-ups, partnerships and alliances. In order to do this, I will conduct site visit to
look into the facilities and equipment available that would enhance the skills of my trainees. It will also
guide me in making the training plan.

I used to prepare training plan because Training plan describes how the training will be done
including the resources that will be used. This will serve as an agreement between the industry and the
training institution. The training plan will also serve as a guide in the implementation of the industry
training of individual trainees.

Then I will send a letter of intent to set an appointment for presentation. When both parties
agreed on the terms and conditions of the partnership I will now finalize the training plan and signing of
MOA will follow. Next will be the placement of trainees in the industry but before sending my trainees to
the participating company, I will conduct an orientation on how the industry operates

and how the training should be undergone in the industry.

To monitor the performance of my trainees, I will conduct a regular visit to the industry, check
trainees performance through the use of monitoring forms like the trainee’s progress sheet and trainee’s
record book, get feedback from the trainees and talk/discuss with the supervisor regarding trainees
performance.

During the visit, I will also identify the risk and hazards and report it to the company to ensure the
safety of my trainees.
Monitoring is important to ensure that trainees would attain the required competency at the end of
the training program. Thus, it is important to provide feedback to the trainees so that they will know how
well they are doing. It can be given to individual trainee, to a group of them or to the whole class.

If the participating company makes unfavorable remarks, I will ask a written report from the
company, make further investigation based on the written report, provide feedback to the
trainees, make action to verify the truthfulness of the remarks, provide counseling and inform the
company about the resolution of the issue.

At the end of every work based-Training there is a need to evaluate so that I can determine
the effectiveness of the training program and the result of the evaluation will serve as an input for the
improvement of the next work based training. Questionnaire can be used as an instrument for the said
evaluation.

You might also like