Past experience or learning is coming to be recognised as a valuable 'hidden' employee asset. Kate Foreman explains how to classify it
The accredited prior learning proposal we put forward last week certainly created something of a stir; albeit a stir of relief that all that has gone before is not lost in the modern trend towards up to date measurement of competence!The first issue that faces us now is how to identify prior learning and experience that is valid? We need to classify prior learning and experience and relate it to what we do now and what is expected of us, both from a business and regulatory perspective.Life might be a lot easier if we were to just ignore everything that has gone before. But if we do so we will have wasted the opportunity to identify where internal knowledge exists in a firm. This knowledge is frequently useful and certainly under-used. We will also have wasted the opportunity to give credit where it's due, the power of which should not be under estimated. Building on existing experience and knowledge is a positive and cost-effective route and can be amalgamated into the implementation of a training and competence scheme quite successfully.Let's deal first with classification of past experiences. Some of these will logical proceed from GISC guidance but, in reality, the art of classifying past experience for you and your firm lies in how you interpret the information and what you look for.The first step is to break down the expereinces into easy groupings that reflect education, work experience by sector and activities outside of the office, but with professional relevance.
Using this CPD pageFor the vast majority of practitioners and indeed support and supervisory staff in our industry, CPD is about regular learning and study that is planned, recorded, timed and evaluated. If you are a member of a professional body with a CPD requirement then there will be certain rules regarding the quality and nature of study material, and the way in which it is recorded.For staff of GISC members this means recording on your individual training file what the learning was, who provided it and when.It might be structured, such as a course, a learning programme or exam study. But it can be unstructured. This form of study encompasses reading the trade press, technical material or taking part in activities to support your professional body. Some CPD requirements are points related (a little antiquated) and others require a time value to be allocated. For example, it might take one hour to read Insurance Times each week. Most of that could be put as a time value but, in reality, perhaps only an half hour was devoted to learning something. The rule is to be honest with yourself and record the time that is relevant. Always take time to make a note of what you felt you gained from the activity. This is useful information for anyone else considering the same activity.In response to the popularity of our CPD programme each week's CPD page can now be downloaded from our website. We will be preparing a binder for you to keep these in alongside the results of the exercises.To download a PDF of this article as it appears in the magazine click here .