3. Training Cycle

7/28/2019 3. Training Cycle

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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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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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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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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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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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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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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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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


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


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

Date post:	03-Apr-2018
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3. Training Cycle

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