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Training Services in the NHS

This topic considers the common areas of statutory and mandatory training in the NHS as well as more general training and development programmes.

Training Services in the NHS: Quick Facts
  • Most NHS organisations have access to some form of specific training and development service which manages training budgets, arranges an in-house training programme and co-ordinates with training providers such as universities and colleges, particularly around aspects of nursing and doctor training. What Are Training Services?

  • NHS managers play a key role in ensuring the continuous professional development of their staff through implementing a robust system of appraisal, personal development planning and review. The Role of Managers

  • Training managers are specialists in analysing training needs and in setting up the appropriate training programmes and strategies to meet those needs. The Role of Training Managers

  • Any training needs analysis that is conducted within an organisation should fit in with the training planning cycle. Is should include the fixing of training commissions with universities and other education providers. The Planning Cycle

  • Each NHS organisation should have its own training and development strategy in place. Training and Development Strategies

  • Most NHS organisations support a number of different ways in which staff can access training, development and learning opportunities. Training and Development Programmes

  • A core training programme should contain details of courses, workshops and training events set up in-house by the organisation. “In-house” Training Programmes

  • Elective training is training that is not included in an in-house training programme, which has to be accessed outside of the organisation and usually includes such things as formal courses and training events, conferences, certificated courses, diploma courses and degree courses. Elective or External Training

  • Local training and development activities include the vast number of learning activities that staff within an organisation can involve themselves in, many of them set up “in-house” in teams, units, practices or departments, or set up by uni-professional or multi-professional groups. Local Training

  • All organisations should set aside part of their management budget for training and development initiatives and a policy should be developed so that staff are clear about the level of financial support they can expect to receive if they wish to access a given course. The Funding of Training

  • All training events and programmes should be fully evaluated. Evaluating Training

  • Full records should be kept of all training activities including courses run and staff attending. Training Records