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Guidelines and tips
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Effective Training & Evaluation: Guidelines for Agenda, Facilitation & Measurement, Lecture notes of Management Theory

Guidelines for effective training facilitation, including sticking to the agenda, listening to trainees, focusing on objectives, and ensuring equal participation. It also discusses a strategic framework for transfer of training and evaluating training programs, emphasizing the importance of reaction, behavior, and learning.

Typology: Lecture notes

2019/2020

Uploaded on 03/09/2020

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Exam of Thursday
No class on Tuesday
Review,
Guidelines for Effective Facilitation of Training
Stick to you agenda
Listen to your trains
Focus on your training objectives
Reinforce key point multiple times
Provide a safe environment
Ensure equal participation
Use activities that get participants to interact and to learn from each other
Have fun
Vary you training methods and delivery to maintain interest
*** ON EXAM Strategic Framework for Transfer of Training
Theory → demonstration → ractive or Simulation → practice on the job with feedback →
practice on the job with coaching
A lot of people are visual learners
Provide opportunities for practice, just because you see someone doing it doesnt mean
you can do it as well.
Practice on the job with feedback and practice on the job with coaching= happens after
the training program, managers can give feedback and see how will they are using the
training for work.
Coach is going to observe the worker, give detail feedback, they are usually a more
mastered and someone that is an expert in that particular area.
Evaluating Training Programs
Show that your training works, that it achieved its objectives
Show empirical evidence
Most important is the Value of Information
Frequency of Use
Easy to do
A little survey
Value of Information
Default to the easiest approach
Mastery test, role play
Better information
pf3
pf4

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Exam of Thursday No class on Tuesday Review, Guidelines for Effective Facilitation of Training ● Stick to you agenda ● Listen to your trains ● Focus on your training objectives ● Reinforce key point multiple times ● Provide a safe environment ● Ensure equal participation ● Use activities that get participants to interact and to learn from each other ● Have fun ● Vary you training methods and delivery to maintain interest ***** ON EXAM Strategic Framework for Transfer of Training** ● Theory → demonstration → ractive or Simulation → practice on the job with feedback → practice on the job with coaching ● A lot of people are visual learners ● Provide opportunities for practice, just because you see someone doing it doesnt mean you can do it as well. ● Practice on the job with feedback and practice on the job with coaching= happens after the training program, managers can give feedback and see how will they are using the training for work. ● Coach is going to observe the worker, give detail feedback, they are usually a more mastered and someone that is an expert in that particular area. Evaluating Training Programs ● Show that your training works, that it achieved its objectives ● Show empirical evidence ● Most important is the Value of Information Frequency of Use ● Easy to do ● A little survey ● Value of Information ● Default to the easiest approach ● Mastery test, role play ● Better information

● Did you actually learn Reaction ● : what you feel like after, like/dislike but you have to think about the long term effects of the training ● Don't just use reaction to evaluate, Behavior:a re you going to behavior differently, are you going to use what you learned gives better information Learning : tests Result: ● Highest level ● Standarst is high ● Does the training enable company to be more profitable ● Not easy to do ● How do you prove that the training impact profitability Direct report evaluation of leader practices, → ● behavior Written mastery test of program contest at the completion of the profra, 70% orret, results ● Learning, did you learn in this training program, conclusion is that lack of learning in this example Participation rating of satisfaction with the program = ● reaction, they exceeded and the effectiveness exceeded this program for reactions *lowest bar *reaction= ● makes them important if you are running your own business, if you depend of participants to earn revenue, if they dislike the program they will not come back and you will suffer.. You need participants Overall Sales, 10 annual increase relate to 2016, actual results +20%= ● this is result evidence, there is an effectives of the training program. Measures of Training Effectiveness ● a= after ● b = before ● If the learn something >