Kon Stoilas outlines a plan.
There a seven main rules to creating a new internal training programme (ITP).
- 1. Are you competent enough to facilitate these subjects? If not, is there an internal person who can do this? If the answer is no, seek external help.
- 2. Use productivity/financial reports to determine where they are now. Once you have completed the training, if the productivity has increased or costs have decreased you are looked upon as a major contributor. Believe me, I have done this on every occasion where there is a positive difference and I have reaped the rewards.
- 3. Conduct a Training Needs Analysis (TNA). There’s no point training staff on things they know. Find the gaps and train on these. Training must be tailored to meet competencies and excel performance.
- 4. Develop the learning outcomes and competencies required that have been described by the business. Use job descriptions, interviews with their managers etc. Develop a training plan and schedule.
- 5. Structure the training using adult learning principles. Be creative in your delivery and assessments. Make sure you sign off the content and training plan with the stakeholders.
- 6. Use the Kirkpatrick evaluation model to evaluate the effectiveness of the training programme.
- 7. Follow up with coaching/mentoring – newletters, seminars etc.
***
View the original posting:
Course Evaluation
***
See more Trainer’s Tips:
TrainingZONE
Kon Stoilas outlines a plan.
There a seven main rules to creating a new internal training programme (ITP).
- 1. Are you competent enough to facilitate these subjects? If not, is there an internal person who can do this? If the answer is no, seek external help.
- 2. Use productivity/financial reports to determine where they are now. Once you have completed the training, if the productivity has increased or costs have decreased you are looked upon as a major contributor. Believe me, I have done this on every occasion where there is a positive difference and I have reaped the rewards.
- 3. Conduct a Training Needs Analysis (TNA). There’s no point training staff on things they know. Find the gaps and train on these. Training must be tailored to meet competencies and excel performance.
- 4. Develop the learning outcomes and competencies required that have been described by the business. Use job descriptions, interviews with their managers etc. Develop a training plan and schedule.
- 5. Structure the training using adult learning principles. Be creative in your delivery and assessments. Make sure you sign off the content and training plan with the stakeholders.
- 6. Use the Kirkpatrick evaluation model to evaluate the effectiveness of the training programme.
- 7. Follow up with coaching/mentoring - newletters, seminars etc.
***
View the original posting:
Course Evaluation
***
See more Trainer’s Tips:
TrainingZONE
