- Self-efficacy relates to a person’s ability to have optimistic beliefs, but in contrast to other features of optimism, perceived self-efficacy explicitly refers to your ability to deal with challenging encounters. It reflects the belief of being able to control challenging demands by taking adaptive action. It can be regarded as having a self-confident view of your capability to deal with challenges. Self-efficacy levels can enhance or impede motivation. People with high self-efficacy often choose to perform more challenging tasks, setting themselves higher goals and sticking to them. Once an action has been taken, high self-efficacious persons invest more effort and persist longer than those who are low in self-efficacy. When setbacks occur, they recover more quickly and maintain the commitment to their goals.
- This is a DETAILED translation of the generic delivery plan into a client specific step-by-step outline of the actual training delivery, specific to a particular session (eg, workshop or session). There could be many different session plans developed to support the delivery plan, for a range of clients and contexts. For example, you may be delivering a customer service unit, but one delivery mode is face-to-face and the other is online - therefore, two separate session plans would be required.
- Simulation is a form of evidence gathering that involves the candidate in completing or dealing with a task, activity or problem in an off-the-job situation that replicates the workplace context. Simulations vary from recreating realistic workplace situations such as in the use of flight simulators, through the creation of role plays based on workplace scenarios to the reconstruction of a business situation on a spreadsheet. In developing simulations, the emphasis is not so much on reproducing the external circumstance but on creating situations in which candidates are able to demonstrate:
generic skills such as decision making and problem solving
workplace practices such as effective communication.
- Any person (eg a learner, a candidate, a workplace supervisor) and/or party (for example, an organisation) that has an interest in the training and/or assessment and its outcomes.
Statement of Attainment
- A record of recognised learning which, although falling short of an National Qualification, may contribute towards a qualification outcome, either as attainment of competencies, partial completion of a course leading to a qualification, or completion of a nationally accredited short course which may accumulate towards a qualification through Recognition of Prior Learning processes.
- Assessment that is done at the conclusion of a session, course or larger training period (eg, at the end of the program). The purpose is to determine success or to what extent the program/project/course met its goals, the primary goal being competency for the learners.