Hi All,
I am handling the training part. I am looking for a trainer for a new type of training related to technical as well as behavioral aspects.
Before conducting the training, how can we judge a new trainer? The earlier trainer was not worthy, as we realized after two training programs.
Regards,
Gaurav Kumar
From India, Gurgaon
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I am handling the training part. I am looking for a trainer for a new type of training related to technical as well as behavioral aspects.
Before conducting the training, how can we judge a new trainer? The earlier trainer was not worthy, as we realized after two training programs.
Regards,
Gaurav Kumar
From India, Gurgaon
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Hi,
In practical sense, this is what I have to say:
Trainer: Technical or Non-Technical
Non-Technical:
Part 1:
See the Profile --> See if the trainer has done training on these courses --> has he done training in your sector/industry -->
Part 2:
See the following: Communication (10/10) --> Confidence (10/10) --> Knowledge of your company's process (7/10)
Part 3:
Ask for feedback from four earlier programs (same ones) --> see the intangible knowledge of the trainer.
Part 4:
Course Notes --> Course details --> Videos, Role Plays, Case Studies
Part 5: After a face-to-face discussion:
Call the trainer for a one-to-one participant interview (5 days before training) --> tell the trainer to customize the training according to the feedback from interviews. This is the best and ideal for conducting the best training.
Technical:
Only the communication and Video Rating is less.
From India, Mumbai
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In practical sense, this is what I have to say:
Trainer: Technical or Non-Technical
Non-Technical:
Part 1:
See the Profile --> See if the trainer has done training on these courses --> has he done training in your sector/industry -->
Part 2:
See the following: Communication (10/10) --> Confidence (10/10) --> Knowledge of your company's process (7/10)
Part 3:
Ask for feedback from four earlier programs (same ones) --> see the intangible knowledge of the trainer.
Part 4:
Course Notes --> Course details --> Videos, Role Plays, Case Studies
Part 5: After a face-to-face discussion:
Call the trainer for a one-to-one participant interview (5 days before training) --> tell the trainer to customize the training according to the feedback from interviews. This is the best and ideal for conducting the best training.
Technical:
Only the communication and Video Rating is less.
From India, Mumbai
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Hi,
I am working with a Non-Government Organization. I have a team of 30 trainers. I want to evaluate their skills, knowledge, practices, etc. I want to know the criteria for evaluating a trainer. If anyone can help with the same.
Regards,
Nilam
From India, Vadodara
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1I am working with a Non-Government Organization. I have a team of 30 trainers. I want to evaluate their skills, knowledge, practices, etc. I want to know the criteria for evaluating a trainer. If anyone can help with the same.
Regards,
Nilam
From India, Vadodara
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Dear Nilam,
Instead of assessing trainers on their knowledge, skills, or their training style, focus on one single factor - how the training session has helped in reducing operational costs or increasing revenue. As long as the trainer can demonstrate positive financial results, everything else becomes secondary.
Ok...
Dinesh V Divekar
From India, Bangalore
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Instead of assessing trainers on their knowledge, skills, or their training style, focus on one single factor - how the training session has helped in reducing operational costs or increasing revenue. As long as the trainer can demonstrate positive financial results, everything else becomes secondary.
Ok...
Dinesh V Divekar
From India, Bangalore
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Training Evaluation - PPT 6.ppt
Training evaluation tools.pdf