3 Responses

1. Assessing Training Delivery Skills
   It is generally accepted that there is a need to ‘raise the bar’ in terms of the effectiveness of the average classroom learning experience and that trainer assessment has a key part to play in this process.

   Whilst some trainers do receive regular re-assessment and refreshment of their subject-matter knowledge and skills, very few individuals are regularly re-assessed in the classroom against best-practice generic standards for training delivery skills. Where re-assessment does take place, the process generally focuses on simple presentation skills rather than on the key skills transfer abilities.

   Genuine workplace assessment enables objective identification of developmental needs or refresher training and is an essential part of any training quality assurance programme.

   For this reason The Training Foundation offers a 4 day course entitled Assessing Training Delivery Skills for suitably qualified trainers already holding the TAP Certificate in Training Delivery Skills. By the end of the course you will be able to Complete 3 live practice assessments to The Training Foundation’s certified Assessor standards in your workplace and assess a sample video to include:

   • an activity profile within acceptable tolerance

   • all the categories of the structure and style profiles accurately scored

   • a four stage development plan (if applicable)

   This scheme has been operating since the late 1990’s and has proved very popular amongst organisations with large trainer populations.

   More details can be found at:

   http://www.trainingfoundation.com/courses/course.asp?courseid=38

   Yours sincerely

2. Making assessments tangible
   There are many good sources for training assessment tools. My experience has been that many organisations complete the assessments — for trainer, trainee, post-training application and so on, but fall short in documenting and analysing the results.

   I have used a number of different methods to document and then make tangible the results of training assessments. Please email if you are interested — would be happy to share with you.

   Cheers,
   Angela

3. What are you really trying to evaluate?
   It is not clear, to me, from your question whether you are trying to evaluate

   a) how well the trainer delivered the material
   or
   b) how effective the trainer was in helping the participants fulfil their learning objectives.

   Specificity is all – Happy Sheets are generally a better indicator of the experience than the effectiveness. The latter really needs both pre- and post-training assessemnt of the behaviour being developed.