- Practical, hands-on training and scenario/problem solving is more effective (Momart airport security training quoted as a good example)
- Use in-house training opportunities – shadowing, across the floor, anecdotes
- Training notes or manual limits a loss of knowledge, can be referred to
- Use feedback as a way to inform future training
- Specialist training offered by large organisations can benefit smaller organisations with more generic posts
- Training can be too generic or too niche – need clear guidance for course/event content
- Mandatory attendance for non-relevant subjects
- Quality of training – Train the Trainer plays a vital role, the trainer has to be good, and have specialist/practical knowledge
- Quality of training – draw from real life experiences
- Cost and time can be prohibitive
- Placements with legal experts
- Make time after training to ‘unpack’ new knowledge
- Cross training across organisations to share colleague’s skills
- Consider training outcomes
- MA and Museum Studies courses required for jobs, but not always put into practice
- Break out of specialist areas and learn from other areas – interdepartmental learning
Actions to be taken from suggestions and comments:
- UKRG to send CPD email alert, same as the job email alert
- On membership list add specialist knowledge/experience to signpost expertise to membership
Future actions to be considered by Committee and next Development Officer:
- E-learning podcasts
- Whatsapp Members Group
- Job swap or secondments network scheme (nationally/internationally) Museums/Galleries/Shippers
- More UKRG bursaries like the joint one with IAL, to attend expensive courses such as CLORE
- Networking and soft skills events
- Making sure Registrar skills are represented on Museum Studies courses
Thank you to everyone who took part.