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TRAINING CYCLE
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TRAINING BASICS ARE
UNIVERSAL
Purpose of Training
The Same Basic Training
Procedures Are Used
Train
Experienced
Employees
Train
New
Employees
Resolve
Specific
OperatingProblems
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*Jacques Whitford
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www.rubusassociates.co.uk/Bespoke_solutions/Systematic_approach.htm
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THE FOUR STEPS OF TRAINING
1. Determine Training Needs
2. Plan the Training
3. Present the Training
4. Evaluate the Training
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STEP 1 Determine Training Needs
Data Gathering Methods & Tools
Survey - Questionnaire
Interview - Interview Schedule
Focus Group Discussion
Document Analysis Observation - Observation Checklist
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TNI SAMPLE
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STEP 2 Plan the Training
Consider Training Objectives
Develop a Training Plan Design a Training Lesson
Select the Trainer(s)
Prepare the Trainee(s)
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STEP 2 Plan the Training
Consider Training Objectives
You cant plan a program until you first
know what the training is to accomplish
1. To correctly complete an accident follow-up
report
2. To reduced accident rates
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KNOWLEDGE :
(Memory)
USE OF KNOWLEDGE :
(Comprehension, application)
PSYCHOMOTOR :
(Skills)
TYPES OF LEARNING OBJECTIVES:
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THE PARTICIPANTS WILL BE ABLE
TO DELIVER EFFECTIVE
PRESENTATION SKILLSIN
ACCORDANCE WITH OSHA
STANDARDS
EXAMPLE OF LEARNING
OBJECTIVES:
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S -SPECIFIC
M -MEASURABLEA -ATTAINABLE/AGREEDR -REALISTICT -TIME BOUNDE -Evaluate
R -Review
SMART OBJECTIVES:
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K -KeepI -ItS -Short &
S -Simple
KISS OBJECTIVES:
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STEP 2 Plan the Training
Develop a Training Plan
This planning tool provides a step-by-step
written document for other to follow
1. for either a complete training program or
2. something focusing on just one task
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STEP 2 Plan the Training
Design a Training Lesson
Generally, there is one training lessonfor each training session
1. provides a content outline for the session
2. suggest activities/specific instructions which
will help facilitate training
3. defines suggested time to be spent on each
segment within the session
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STEP 2 Plan the Training
Select the Trainer(s) who is going to train?
Prepare the Trainee(s) consider the ff:1. reduce anxieties by telling what the training will
involve
2. emphasize that concerns will be addressed
3. inform that training will directly relate to the workthey were hired to do
4. indicate the efforts will be made to keep the training
experience enjoyable and worthwhile
5. know the basis on which they will be evaluated
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GUIDE QUESTIONS TO CHECK COMPLETENESS
IN RUNNING A TRAINING PROGRAM:----------------------------------------------------
1. What specific set of behaviors should the
participants manifest after completingthe course.
2. What are the content/subject matter/areasto be covered, and the correspondingprocedures/processes.
3. What resources are needed.4. Who will be the lecturers?Facilitators?
Documentors.5. How long will the training be?
6. How time will be allocated for each topic?
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GUIDE QUESTIONS TO CHECK COMPLETENESS
IN RUNNING A TRAINING PROGRAM:------------------------------------------------------
7. How will the participants be oriented to the
training program?8. Are there training materials to be prepared?9. What are these? How will these be prepared?10. What are the mechanism for communication?
11. How much is your budget?12. How would you handle resource persons?Facilitators?
13. Who will be on top of these?
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STEP 3 Present the Training
Lectures
Role-playing Case Studies
Demonstration
Self-Study Materials On-the-Job Training
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STEP 4 Evaluate the Training
1. Evaluation must focus on: Training methods
Training content Training environment
2. Trainees can be asked about trainingexperiences
3. Training can be tested to measure knowledgegain
4. Trainers should use results of trainingevaluation to assess the cost effectiveness of
training efforts
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STEP 4 Evaluate the Training
1. Who will measure the results of the training?
2. How long should it be until we can see the results ofthe training?
3. How much change is enough to justify the expense of
the training?
4. How accurate are the tools we are using to measurechange?
Training Follow-up: The two activities
Evaluate by measuring the results Provide follow-up coaching
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STEP 4 Evaluate the Training
Impact Your Goal How Much/When
Decrease ______________________ by ______________________
Increase ______________________ by ______________________
Reduce ______________________ by ______________________
Eliminate ______________________ by ______________________
Slow Down ______________________ by ______________________
Speed Up ______________________ by ______________________
Create ______________________ by ______________________
Stop ______________________ by ______________________
Other ______________________ by ______________________
Data input errors 90% by end of month
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STEP 4 Evaluate the Training
Focus on special problems that must be
resolved
Maintains open and effective communication
with employees
Provides employees with ongoing
opportunities for professional growth
Coaching is the ongoing reinforcement of
the positive aspects of training
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Level 1:
Evaluating Participants Reaction
Purpose - Help ensure against decisions based on
comments of a few very satisfied or disgruntled
participants
Gauge initial reception of participants which provides a
good atmosphere for learning the material
Definition - Reaction refers to the mental and emotionalresponse of the participant to the training program, which
may include response to the subject matter content and
method, materials, trainer, instruction, facilities
Method Survey, Observation
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Data Gathering Tools :
Questionnaire (Post Course Evaluation)
Observation Checklist
Interview
Some Questions to Ask :
How do you feel about?What is your opinion?
How do you think we could improve?
How do you rate the various parts of the program?
Level 1:
Evaluating Participants Reaction
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Level 2:
Evaluating Participants Learning
Purpose - To provide objective and quantifiable of how the
participants understood and absorbed the materials taught
Definition - Learning refers to change in participants
knowledge, skill and attitudes.
Method Experimental, observation
Data Gathering Tools :
Paper and pencil test Skills test
Observation Demonstration
Problem Discussion Role Play
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Level 3:
Evaluating of Participants Learning
Application of Learning
(Behavior Change)
Purpose - Gauge how learnings are translated toimprovement in job performance
Definition - Application of learning or behavior changerefer to the difference in work habits and methods theparticipant displays upon going back to his workplace
Method Experimental, Observation
Data Gathering Tools :Questionnaire Observation ChecklistRecords, reports, statistics Interview
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Level 4:
Evaluating of Training Results
Purpose - Defend the programs continuation/value to the
organization
Definition - Result or impact refers to the extent that
training has contributed to the organizations
performance.
Method Experimental, Personal assessment
Data Gathering Tools :
Questionnaire Interview
Observation Checklist Records, reports, statistics
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BASIC TRAIN THE TRAINERS WORKSHOP
POST COURSE EVALUATION
1.0 SUBJECT MATTER
1.1 Topics most useful to me
1.2 Topics least useful to me
1.3 Other topics I need to know about
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BASIC TRAIN THE TRAINERS WORKSHOP
POST COURSE EVALUATION
2.0 METHODOLOGY: I learned most during
Low High
Lecturettes 1 2 3 4 5
Film Showing 1 2 3 4 5
Group activities 1 2 3 4 5Role Play 1 2 3 4 5
3.0 FACILITATOR/RESOURCE PERSON
Knowledge of subject matter 1 2 3 4 5
Clarity of Presentation 1 2 3 4 5
Ability to hold attention 1 2 3 4 5
Ability to encourage participation 1 2 3 4 5
Ability to handle questions 1 2 3 4 5
4.0 Others
Handouts 1 2 3 4 5
Training aids 1 2 3 4 5
Venue 1 2 3 4 5
Class participation 1 2 3 4 5
Class atmosphere 1 2 3 4 5
5.0 Comments
6.0 Over-all evaluation 1 2 3 4 5