Registered training organisations rtos are tasked

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Registered Training Organisations (RTOs) are tasked with developing learning and assessment strategies, processes and materials that meet the needs of their clients and maximise outcomes. This can include learning and assessment that leads to the award of a statement of attainment or a full qualification. In order to meet client needs and maximise outcomes RTOs need to develop processes and products that focus on the quality of the learning and assessment experience. It is well established in research that effective strategies involve the learner: • making sense of new knowledge and skills and developing understanding rather than simply learning sets of facts and information to be reproduced when required • looking for what is significant such as key concepts and principles, relationships between ideas, lines of reasoning • relating new ideas to previous knowledge and experiences • finding the link between conceptual knowledge and real world applications • employing higher order thinking skills through examining issues, clarifying problems, producing own ideas and thinking critically. 9. In your job role and the section in which you work in (your practice environment). Consider ideas for possible learning programs you may choose to design. Write down any ideas about what you might like in it, subjects, skills, knowledge, tasks or competencies that might need to be included. Keep this information as a starting point for ideas of learning programs. Skill development – using new equipment, or doing something in a new way People development – gaining management skills, or improving people’s work ability in some way Organisational change – changing the way that work is done by people, such as introducing new procedures, policies and standards Meet legal requirements – doing things the right way, such as fire evacuations and other WHS requirements Modification of an existing learning program – changing a new-employee induction program to reflect other changes in the workplace Research this need for learning programs in your area of expertise. Discuss with your colleagues, manager, clients or other trainers to explore what actually is required to be developed. Short courses Professional development program Community education program Apprenticeship/traineeship component Work-transition program
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Perhaps there is a client request for a new learning program or a review and update of an old program that is required. Is there a Learning and Assessment already available that requires a learning program to be developed? Or Is there a professional development need in your workplace? Try to exploit opportunities to develop learning programs for actual workplace learning needs. The competencies or other benchmarks to be achieved The specific learning outcomes derived from the benchmarks for each chunk or segment of the learning program An overview of the content to be covered in each chunk or segment Learning resources, learning materials and activities for each chunk or segment
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