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A Guide To Trainers
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• Introduce a systematic approach to developing and delivering an effective training program
• Identify ways to establish business partnerships
• Need Analysis focuses on the specific operational needs of the business.
• Identifies knowledge based solution
• Identifies skills based solution
• Identifies operational objectives of the training
STEP ONE:CONDUCT A NEED ANALYSISHow do you determine what a business unit needs?
• Objectives are the rules for implementing program to improve performance
• What is to be accomplished
• Realistic goals are to be set
• Objectives are to meet the immediate business needs of the organization
• Develop the “how to” in meeting these objectives
• Identify timelines for meeting objectives
STEP TWO:SET OBJECTIVES
• Identify if the training material will be in the form of hardcopy textbooks, on-line access, PowerPoint presentations, or a distance learning medium.
• Solicit the expertise of a curriculum designer.
• All aspects of the training materials must focus on the needs of the business organization.
• Include assessment sections and critical thinking modules to reinforce learning.
STEP THREE:DEVELOP TRAINING MATERIALS
• Material content
• Presentation
• Class participation
• Facilitator’s knowledge of the subject matter
STEP FOUR:DEVELOP AND DESIGN EVALUATION MATERIALDetermine if the evaluation phase will be in the form of hard copy material or an on-line assessment.
Evaluation areas include:
• Create a unique and comfortable learning environment
• Set up the training area with the appropriate materials
• Spot check your audio visual equipment
• Be in place to receive the participants
• Engage your audience to gauge their learning
STEP FIVE:IMPLEMENT THE TRAINING
• Explain the purpose of the evaluation
• Communicate that the evaluation is a chance for the participants to improve the quality of training for the program or future programs.
• Encourage the audience to participate in the Evaluation process.
STEP SIX:EVALUATE THE TRAINING
• Revisit your focus groups with the evaluation results
• Solicit evaluation and feedback from the focus group after the training
• Measure the evaluation results in lieu of operational objectives
• Incorporate modifications into the next training
• Communicate to the focus group regarding their ROI (Return of Investment)
STEP SEVEN:MODIFY THE TRAINING
• Proactively seeks to learn the organization’s business
• Create opportunities to where you are actively engaged in certain aspects of their business (this earns credibility)
• Offer training solutions and be willing to set up a time (via focus groups) to learn their operational needs and aid in identifying needs
HOW DOES THE TRAINING DEPARTMENT BUILD PARTNERSHIPS?
• Revisit the training objectives
• Incorporate the 7-step Training Program
• Proactively seek to understand the business of your partner
• Earn credibility
• Aggressively recruit a proven Training Consultant
Greg Consulta
Training Consultant
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