Pathway Associates UK Ltd.

Welcome to the Pathway Learning Hub

The hub contains 14 modules designed to support your continual professional development

A “Blended Learning” approach, which is defined as a learning experience designed to support you on your journey from knowledge and principles through to practice and application within the real world, is an integral part of each module and unit of learning

The 14 modules contain 36 units of learning which have been developed to cover the four sections of the ‘Training Cycle’:

TRAINING NEEDS ANALYSIS -           4 Modules      -           9 Units of Learning

TRAINING DESIGN                    -           4 Modules      -           9 Units of Learning

TRAINING DELIVERY               -           3 Modules      -           9 Units of Learning

TRAINING EVALUATION         -           3 Modules      -           9 Units of Learning

A brief description of each of the modules is given below.

When you have decided which of the modules you would like to undertake, click on the Module Title e.g. TRAINING NEEDS ANALYSIS 1, 2, 3 or 4 you will then be asked to register and set up your personal learning account

All the best as you set out on your Continual Professional Development

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MODULE GUIDELINES
GUIDELINE TO CPD MODULE STRUCTURE
TRAINING NEEDS ANALYSIS (1)

This section contains three units of learning and provides an introduction to the principles of carrying out a Training Needs Analysis.
TRAINING NEEDS ANALYSIS (2)

This section contains two units of learning and builds on the principles of carrying out a Training Needs Analysis gained from completing TRAINING NEEDS ANALYSIS (1). It encourages the learner to explore the structure of Job Descriptions and the use of a Skills Matrix
TRAINING NEEDS ANALYSIS (3)

This section contains two units of learning and continues to build on the principles learned in TRAINING NEEDS ANALYSIS (1) and in TRAINING NEEDS ANALYSIS (2). It encourages the learner to explore the principles of Observation and Interviewing as part of carrying out a Training Needs Analysis
TRAINING NEEDS ANALYSIS (4)

This final section in the Training Needs Analysis Module contains two units of learning and looks at the use of Questionnaires and Focus Groups as part of a Training Needs Analysis
TRAINING DESIGN (1)

This section contains two units of learning and provides an introduction to the principles of Training Design, focusing on the Training Specification and Developing Learning Objectives
TRAINING DESIGN (2)

This section contains three units of learning and provides further tips, techniques and tasks related to the principles of Training Design, focusing on Methodology, Room Layout and Handouts
TRAINING DESIGN (3)

This section contains two units of learning and continues to explore the key principles that need to be considered when designing a training intervention. The units focus on an introduction to the subjects of Learning, Memory and Session Planning
TRAINING DESIGN (4)

This section completes the module on training design and provides opportunities for learners to explore what needs to be considered when developing a set of trainer’s notes and the issues involved when deciding to use external trainers to design and develop a training intervention
TRAINING DELIVERY (1)

This section contains three units of learning and provides an introduction to the key principles of delivering a training intervention. Focusing on the range of visual aids available to support the trainer, the factors that can have an effect on a training environment and the variety of activities that are available to support learning
TRAINING DELIVERY (2)

This section contains three units of learning focusing on the development and use of case studies within a training environment, the design and use of games that support learning and the benefits of using role plays as part of a training programme
TRAINING DELIVERY (3)

This section contains three units of learning and encourages the learner to review the importance and skill of asking questions and using active listening to support learning. It explores the issues involved in training groups. The final unit requires the learner to review their personal skills as a facilitator of learning
TRAINING EVALUATION (1)

This section contains two units of learning and provides an introduction to the first stage of the evaluation model, focusing on the work that should be carried out prior to delivering a training programme
TRAINING EVALUATION (2)

This section contains four units of learning looking at several aspects of the evaluation model. It encourages the learner to review their current evaluation of a learning event, how learning can be tested and how behaviour and achievement can be measured in the workplace
TRAINING EVALUATION (3)
This final section in the evaluation module contains three units of learning and provides an opportunity for the learner to gain experience from developing a post training evaluation process and working out the costs involved in designing and delivering a training session. The final unit focuses on personal learning and how it can be transferred to the workplace