Would you (a)credit it?

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In my last newsletter I plumbed the collective wisdom of my subscribers for their views on training accreditation. Here’s a summary of the results.

1. What does the term accreditation mean to you?

Some kind of standards were reached and maintained.

Formal recognition of standard achieved tends to be practical work based including assessment.

Formal recognition of learning.

In many cases the term accreditation means another bright idea brought in by the Government to look as if they are doing something relevant, however, what it means in reality is bureaucracy, additional cost and something of little relevance to the business. In addition you normally have to employ a consultant or use some type of government employee to decipher what it all means.

Very Important when facing external inspection that training has been awarded an accreditation.

Approval from a recognised body to allow the development to be part of the qualification framework.

Externally recognised/ratified development programmes.

A recognisable “badge” showing that national standards have been met to ensure consistency and quality of qualifications.

A formal recognition of a particular standard achieved.

Ensuring that any training that takes place has a true value against it, based on nationally recognised standards.

It’s recognised and quality assured.

2. What value does accreditation add to your training and development approach?

Peace of mind that the quality of training are achieved.

Focus minds and weed out non committed staff .

Adds a sense of achievement to the learning; shows that a specific, measurable standard has been attained.

In most cases nothing . In some cases it can be a positive for the emoployee to receive a nationally recognised qualification.

Accreditation strengthens CPD.

Transferability of qualifications/training, a bench mark and set levels all adds value.

Little real value. The culture expects/prefers accredited programmes. The performance of individuals does not reflect their ‘qualifications’. This suggests to me that the accreddited programmes used historically is more about wearing a badge (or collecting a trophy) rather than developing performance.

Again, a national standard which might make us an attractive employer (rather than some in-house training which isn’t recognised outside of an organisation), able to benchmark individuals, departments and occupational areas.

I rarely use it.

It adds a great deal of value, it ensures the individual has been tested, but it must be backed up with practicle ability to do the required task and not just a tick box recognition.

3. Does the offer of accreditation influence your choice of training programme?

Yes (72.7%)

4. Do you pay a premium for training which offers accreditation?

Yes (63.6%)

Matt Somers

Matt Somers

Matt Somers is the UK’s leading trainer of managers as coaches. His coaching skills training programmes, books, articles and seminars have helped thousands of managers achieve outstanding results through their people.

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