The importance of staff training and development
Regularly updating your continuous professional development is highly important when working in the early year’s sector. It is fundamental that this does not get overlooked in the setting. Sourcing training can be an issue but managers need to ensure the team continuously refresh their skills to ensure outstanding practice is demonstrated.
Ofsted are very keen to see how staff training and development has an impact on the setting and the children’s learning and development. Therefore cascading information from training sessions to other practitioners can help retain quality practice.
Addressing the training needs of the staff is a job that should be carried out by management. There are many tools around to support managers in identifying training needs. Peer to peer observations are a great tool that can highlight practitioners weaknesses and areas for further training. Having regular supervisions can also identify practitioners training needs and this provides managers with a clearer picture of the training requirement of the team.
Low Morale;
If staff’s training and development needs are not met this can lead to low morale and can deeply affect the morale of the team. If practitioners feel like they are not progressing in their role or not bringing new ideals or concepts to the setting it may start to affect the quality of their work. By simply addressing the team’s training requirements this will encourage higher levels of motivation leading to high morale.
Keeping up to date with current changes;
In order to keep up to date with current changes whether this be legislation or changes to practice, practitioners should attend regular training sessions to meet the new requirements. Over the years there have been many changes to the policies and procedures on safeguarding childcare and adults, therefore it is crucial that practitioners are made aware of any changes to help keep children and adults safe.
Building practitioners confidence;
Investing in appropriate regular training can help develop practitioner’s confidence in their abilities; it will also show that as an employer you are investing in their personal development. Practitioners who are more confident are more likely to want to introduce new concepts or try news ideas and having this person within the team can be a real asset.
Using skills and knowledge learnt;
Using practitioners knowledge learnt from training sessions can have a huge impact on all practitioners practice and on the opportunities offered to children. Having a quality workforce can impact on children’s learning and development and help them reach their full potential. Therefore it is important that practitioners are constantly updating their skills.
Those employers that show a commitment to practitioner’s personal training and development are more likely to have a low turnover leading to a sustainable quality workforce. Who wouldn’t want to work for an employer that values them as employees?