There are many reasons why mediators and their organisations encounter problems and challenges: to meet demands from customers or stakeholders, become competitive, or improve performance. It is here that the importance of effective training becomes useful. …
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In order to define the appropriate training to be included, organisations conduct the Training Needs Analysis or TNA. This prepares the company what the requirements of management or employees are and where internal needs such as skills are assessed. Job roles and responsibilities are determined at every level and category in various departments.
This paper will assess the outcomes of the TNA study conducted on mediation skills course for mediators called FAS QA 58/01 Mediation Skills Course. Mediators were trained in mediating skills and to conduct conflict analysis. The training aims are to design, deliver and evaluate a training programme for an organization. This will provide necessary skills for the mediators to intervene in mediation and conduct independent and full mediation.
Training Needs Assessment
It is no overstatement that unmanaged conflict has the potential to become the greatest preventable loss in modern business. The effectiveness of the organization is a matter of interest to human resources professionals, higher ranking executives, in addition to any worker who must cooperate with colleagues at some point. These fundamental needs concerning the modern workplace would encompass virtually everyone. Unresolved conflict delays deadlines, consuming time and energy that could be better spent.
A training regimen that qualifies individuals for the mediation of disputes in the modern workplace entails a number of predictable requirements: 1. The mediator must look towards the advantage of all parties. 2. The mediator must also facilitate ongoing good relations between the parties. 3. The mediator must be able to achieve a concise and thorough analysis of the needs of each party. Training of employees to fulfill this role must approach these objectives by facilitating an understanding of the needs, and threats to an organization. Employees need a background in the fundamentals universal to business in general to gain the ability to assess organizational vulnerabilities. 1. Participants then need the ability to understand conflict. 2. In addition, trainees must learn to recognize when the mediation is truly needed. Are the issues that impede the operation due to underlying functional issues, or deep-seated personal friction? 3. Furthermore, there must be a formalized structure that a mediation attempts to follow, these must be well understood by trainees. (these factors will be discussed further in part 3) The mediator’s goals: To help all parties reach a compromise, allowing everyone to gain something of value, with mutual agreement moving forward. 2. Literature Review Training Design evolved from Learning Design of which an analysis is undertaken or the TNA to determine the needs of the company or organisation. The things to be considered includes roles of mediators, the goals or desired outcome for performances, the information available, and the environment. There are many training designs that have been developed for various types of professions and industries. Garavan et al (2003) suggested 4 levels
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