Delivering and evaluating training programs

1Delivering and Evaluating Training ProgramsChapter 72Learning ObjectivesPrepare an overview of the individual on-job training process.Explain steps in the four-step individual on-job training method.Explain additional individual training methods.Prepare an overview of the group training process.3Learning ObjectivesIdentify specific procedures to prepare for group training.Discuss procedures to facilitate group training.Discuss the training evaluation process.4Introduction to Individual On-Job TrainingWhen on-job training is used, the trainer teaches job skills and knowledge to one trainee, primarily at the trainee’s work station.On-job Training: An individualized (one-on-one) training approach in which a knowledgeable and skilled trainer teaches a less experienced staff member how to perform tasks required for a position. 5Introduction to Individual On-Job TrainingAdvantages to on-job training:It incorporates basic principles It provides maximum realism It provides immediate feedback It can be used to train new and experienced staffIt is frequently delivered by peers who regularly perform the task It is well accepted by trainees 6Introduction to Individual On-Job TrainingPotential disadvantages when on-job training is done incorrectly:Experienced staff members who have not learned how to train can make numerous errors while talking about and demonstrating proper performance.Training can be unorganized. It can ignore the correct work procedures. It can create inappropriate work attitudes. 7On-Job Training StepsFour Steps in On-Job Training Step 1: Training PreparationStep 2: Training PresentationStep 3: Trainee Practice and DemonstrationStep 4: Coaching 8On-Job Training StepsStep 1: PreparationPreparation: The first step in individualized (on-job) training, preparation involves all activities that must be done prior to the delivery of training.9Steps in On-Job TrainingStep 2: Presentation10Steps in On-Job TrainingStep 3: Practice and Demonstration 11Steps in On-Job TrainingStep 4: CoachingCoaching: A training and supervisory tactic that involves informal on-the-job conversations and demonstrations designed to encourage proper behavior and to discourage improper behavior.12Steps in On-Job Training13Other Individual Training MethodsSelf-study Distance Education: An individual training method in which a staff member enrolls in a for-credit or not-for-credit program offered by a post-secondary educational facility or a professional association. Training can occur in a traditional manner including use of hardcopy resources and examinations, or by more contemporary electronic education and training media.14Other Individual Training MethodsStructured work experiencesCross-trainingCross-training: A training tactic that allows persons employed in one position to learn tasks in another position.15Other Individual Training MethodsJob Enlargement Job enlargement: A training method that occurs when a trainee learns tasks that are traditionally performed at a higher organizational level.16Other Individual Training MethodsJob Enrichment Job enrichment: A training method that occurs when additional tasks that are part of a position at one organizational level are added to another position at the same level.17Other Individual Training MethodsJob rotationJob Rotation: The temporary assignment of persons to different positions or tasks to provide work variety or experience while, at the same time, creating “back-up” expertise within the organization. 18Introduction to Group TrainingGroup training: A training method that involves presenting the same job-related information to more than one trainee at the same time. 19Introduction to Group TrainingPopular Group Training Methods:Lecture – A spoken presentation or speech made by a trainer to instruct a group of trainees Demonstration – A training method in which the trainer shows trainees how to perform all or part of a task.20Preparing for Group TrainingTraining Room RequirementsAudio/ Visual Requirements:Flip ChartsHandoutsVideosPower Points/ Overheads21Facilitating Group TrainingTrainer Presentation SkillsStep 1: Use an Effective IntroductionStep 2: Make the PresentationStep 3: Use an Effective Closing22Facilitating Group TrainingManaging Participant InteractionsA lecture-only presentation can be ineffective, thus trainers must attempt to get the trainees involved in their own learning process. One way to do so is to ask questions and lead discussions. 23Facilitating Group TrainingManaging Participant InteractionsPassive traineesDominate traineesDisruptive trainees24Facilitating Group Training SessionsGroup Training ExercisesRole Playing ExercisesCase Study ExercisesBrainstorming 25Training EvaluationReasons to Evaluate TrainingAssess the extent to which training achieved planned results Identify strengths and weaknesses of training Determine success of individual trainees 26Training EvaluationReasons to Evaluate Training (cont.)Gather information to help justify future programs Determine trainees eligible for future training Assess costs/benefits of training 27Training EvaluationReasons to Evaluate Training (cont.)Reinforce major points for trainees Assess trainees’ reactions to training Assess trainers’ reaction to training 28Training EvaluationTraining evaluation methods must be valid; they must measure what they are supposed to measure.Training evaluation methods must be reliable; they must consistently provide the same results.29Training EvaluationTraining evaluation methods must be objective Training evaluation methods must be practicalTraining evaluation methods must be simple to administer30Training EvaluationPre-test/Post-test evaluation – A method used to evaluate training that involves administering the same test to trainees before (pre-test) and after (post-test) the training. Positive differences in post-test scores provide an objective measure of training effectiveness.31Training EvaluationTraining Evaluation Methods:Evaluation During TrainingEffective trainers should indicate in an introductory session that they will ask for feedback during the session.32Training EvaluationTraining Evaluation Methods:Evaluation After TrainingAfter-training evaluation can help assess whether training achieved its planned results. It may also identify how training sessions might be improved and assess the trainees’ success.33Training EvaluationTraining Evaluation Methods:Objective tests – Assessment tools such as multiple choice and true/false instruments that have only one correct answer and therefore, a reduced need for trainers to interpret the trainees’ responses.34Training EvaluationTraining Evaluation Methods: (cont.)Observation of performance after trainingManage by walking around – A management and supervision technique that involves a manager’s presence in the workplace to determine if there are challenges that require corrective action, to praise staff for a job well-done, and to learn how and where one’s management expertise, knowledge, and skills can best be utilized.35Training EvaluationTraining Evaluation Methods: (cont.)Records of events Critical incident – Any situation that identifies behaviors that contribute to success or failure on the job.Self-reportsInterviews with trainees and/or trainersTrainee surveys 36Training EvaluationTraining Evaluation Methods: (cont.)Third-party opinionsMystery shopper – A person posing as guest who observes and experiences an organization’s products and services during a visit and who then reports findings to managers.Analysis of operating dataExit interviews37Levels of Training EvaluationTraining records to be maintained in staff member’s personnel file:Name of traineeTraining datesTraining topicsNotes, if any, regarding successful completionOther relevant information as needed