Hello everyone,
I have created this thread just for discussion on what steps you are taking to design a training program in your company. If everyone shares their practical knowledge, we can learn about the best methods to design a training program. You can also share your experience.
Note: Please rate the post above you out of 10. Then we can analyze the individual's thinking as well as the post itself.
Hope we will be getting more responses...
From India, Pune
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73I have created this thread just for discussion on what steps you are taking to design a training program in your company. If everyone shares their practical knowledge, we can learn about the best methods to design a training program. You can also share your experience.
Note: Please rate the post above you out of 10. Then we can analyze the individual's thinking as well as the post itself.
Hope we will be getting more responses...
From India, Pune
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Dear Tariq,
First, there should be a grand objective/vision. Then, there should be an assessment of training needs. This is very important as all assessed trainings should be aligned towards the objective of the company. Next, approval should be sought for the assessed trainings. Subsequently, a training plan should be developed, mentioning when, where, and by whom the assessed trainings will be conducted. The execution of the plan should follow. Training feedback is also crucial. Finally, evaluating the trainings.
Thank you.
From Pakistan
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First, there should be a grand objective/vision. Then, there should be an assessment of training needs. This is very important as all assessed trainings should be aligned towards the objective of the company. Next, approval should be sought for the assessed trainings. Subsequently, a training plan should be developed, mentioning when, where, and by whom the assessed trainings will be conducted. The execution of the plan should follow. Training feedback is also crucial. Finally, evaluating the trainings.
Thank you.
From Pakistan
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Some details from my side:
1. Before starting any training, the trainer will create a questionnaire for both pre and post-training. The questionnaire should be the same for both.
2. The trainer will administer a test before the training.
3. The trainer will conduct a test after the training.
4. HR will prepare a scorecard, display it immediately after the training, and send a mail to the respective HOD and MC members (Management Committee).
5. HR will arrange retraining for non-performers and partial performers within seven days of the training.
6. We will collect feedback on a rating basis. We will evaluate the trainer and employees based on the tools mentioned in the feedback form.
7. HR will send the feedback report to management, the trainer, and the HOD within one week.
Training Coordinator/Dept Head/Supervisor Responsibilities:
Topic
Time and Length
Learning Objectives
Target Audience
Trainers' Responsibilities:
Student Workbook or Pre/Post Test Paper (Mandatory)
Activities and Handouts (Mandatory)
PowerPoint Classroom Slides (If required)
Assignment (Mandatory)
Training Coordinator's Responsibilities:
Training Scorecard (After one day of Training)
Facilitator Assessment (After ending of Training)
Training Evaluation Level I (After Ending of Training)
Training Evaluation Level II (After One month of Training)
Training Evaluation Level III (After three months of Training)
HR will conduct a survey after three months of training, and the report will be submitted to the HOD and Management as well.
From India, Pune
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1. Before starting any training, the trainer will create a questionnaire for both pre and post-training. The questionnaire should be the same for both.
2. The trainer will administer a test before the training.
3. The trainer will conduct a test after the training.
4. HR will prepare a scorecard, display it immediately after the training, and send a mail to the respective HOD and MC members (Management Committee).
5. HR will arrange retraining for non-performers and partial performers within seven days of the training.
6. We will collect feedback on a rating basis. We will evaluate the trainer and employees based on the tools mentioned in the feedback form.
7. HR will send the feedback report to management, the trainer, and the HOD within one week.
Training Coordinator/Dept Head/Supervisor Responsibilities:
Topic
Time and Length
Learning Objectives
Target Audience
Trainers' Responsibilities:
Student Workbook or Pre/Post Test Paper (Mandatory)
Activities and Handouts (Mandatory)
PowerPoint Classroom Slides (If required)
Assignment (Mandatory)
Training Coordinator's Responsibilities:
Training Scorecard (After one day of Training)
Facilitator Assessment (After ending of Training)
Training Evaluation Level I (After Ending of Training)
Training Evaluation Level II (After One month of Training)
Training Evaluation Level III (After three months of Training)
HR will conduct a survey after three months of training, and the report will be submitted to the HOD and Management as well.
From India, Pune
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Dear, how would you rate the following detailed procedure:
Employee Training Process
Core Competencies in Employee Training Process: -
Analyzing Performance/Training Needs
Muhammad Tariq Nadeem
From Pakistan
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Employee Training Process
Core Competencies in Employee Training Process: -
Analyzing Performance/Training Needs
- Prepare Training Needs Analysis Strategy/Project Plan
- Prepare Training Needs Analysis Methods and Media
- Conduct Training Needs Analysis
- Identify and Evaluate Solutions
- Present Solutions and Document Decisions
- Conduct a Detailed Training Design Analysis
- Determine the Performance/Learning Objectives & Sequence
- Prepare a “Concept Draft” of the Training Design
- Design the Learning Evaluation (Process & Content)
- Design the Learning Materials & Media
- Validate/Pilot the Training Design (Process & Content)
- Finalize/Produce the Learning Materials & Media
- Support the Implementation/Evaluate the Organizational Impact
- Update and Maintain Learning Materials & Media
- Prepare to Facilitate/Instruct
- Relate Design to Unique Needs of Learners & Organization
- Create and Maintain a Hospitable Learning Environment
- Create and Maintain a Learner-Centered Environment
- Foster Learning
- Facilitate Individual and Group Work and Process
- Engage Learners Through Communication Skills
- Use Media and Technology to Enhance Learning
- Behave Ethically and Keep Current
- Prepare the Training Evaluation System/Process
- Determine the Training Evaluation Methods and Media
- Implement the Training Evaluation System/Process
- Respond to Evaluation Results/Recommendations
- Maintain and update the training evaluation system/process
- Identify the Need for Performance Improvement/Development
- Communicate Learning Expectations/Follow-Up Coaching Plan
- Support and Monitor Completion of Training
- Coach On-the-Job Application of Training
- Evaluate Success of Training Application & Support
- Review and assess training application and support
Muhammad Tariq Nadeem
From Pakistan
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DESIGNING AN EFFECTIVE TRAINING EVALUATION PROCESS.pdf
Training Evaluation - PPT 6.ppt