Evaluating Trainer Trainer Effectiveness

7/29/2019 Evaluating Trainer Trainer Effectiveness

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Part IEvaluating

TrainingEffectiveness


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Four Levels of Training Evaluation

Level 1: Reaction

Level 2: Learning

Level 3: Behavior

Level 4: Organizational Impact


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Level 1: Reaction

How did participants react

to the training program?

What do they plan to do differently?


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Level 2: Learning

What knowledge, skills or attitudesimproved as a result of the learning

intervention?


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Level 3: Behavior

Were the participants able to apply theknowledge and skills on the job?


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Level 4: Results; Organizational

Impact

Did the applied knowledge and skills

positively affect the organizationsdesired results?


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Effective Trainers

Begin with theEnd in Mind


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Part IIEvaluating

TrainerEffectiveness


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View of Learners

"Education is not the filling of apail, but the lighting of a fire."

- W. B. Yeats


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Instructor Competency Models

Examples:

American Society forTraining & Development

National Highway Institute (NHI)


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American Society for

Training & Development

31 Essential Components: Adult Learning Theory Organization

Understanding Organizational BehaviorUnderstanding Industry Understanding Career Development

Knowledge HR Field Understanding Relationship Versatility T & D Methodology Computer Competence

Skills including: Cost-Benefit Analysis Group Processing Training Technologies Competency Identification Counseling Delegation Facilities Research Communication

Business Writing Feedback


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National Highway Institute (NHI)Facilitator Competencies

Positive Behavior Modeling

Effective Communication

Classroom Management

Facilitation & Trainer Skills

Knowledge of Adult Learning Theory

Technical Knowledge


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Training Isnt Always the Solution

Ultimately, success depends ondelivering solutions that solve

clients problems

It must be a partnership betweenTraining and Management


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T & D Facilitation StandardsRating Scale:

N/A = No opportunity to demonstrate skill

1 = Skill not demonstrated2 = Needs Improvement

3 = Acceptable (Standard)

4 = Effective Standard (Goal)5 = Extremely Effective Goal


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Maintain & Enhance Trainee Self-esteemRating

Use trainees name

Give specific reinforcement & praise

Recognize effort and achievement

Involve each trainee

Maintain a positive attitude There are no stupid questions or wrong

answers


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Listen EffectivelyRating

Ask for clarification or more information as

needed Give 100% attention & focus

Reflect (paraphrase) what was said

Use effective eye contact & body language


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Check for Trainee UnderstandingRating

Demonstration of application of topic through:

Role play

Reviews/Quizzes

Essay

Trainee explain information to facilitator/peer

Observation Monitor trainees body language and facial

expression


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Ensure Trainee Involvement &ParticipationRating

Use trainees name

Ask or assign students tasks, i.e., timekeeper, specific topic

Give equal attention to each participant

Periodically change trainees location &

activity


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Keep Session FocusedRating

Use transition comments to bring group backon track

Outline your expectations upfront

Give a general agenda with no specific times,but specific topics

Use attention getters - - and attention keepers

Change training media frequently manuals to computers, role play, use different

presenters for different topics


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Effective Use of Examples/AnalogiesRating

Frequent use of visuals, videos, technology

Role Playing Personal experience testimonials

Maintain pertinent examples in facilitator

guide

Ensure all materials are current


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Keep Session FocusedRating

Use transition comments to bring discussion back

Outline your expectations at the start of the session

Give a general agenda -- no specific times, but

specific topics

Use attention getters - - and attention keepers

Change training media frequently, i.e., workbooks to

computers, role play, use different presenters for

different topics


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Provide Effective Coaching/DirectionRating

Be a positive role model

Be open & approachable

Ask open-ended questions to verify understanding

Keep current with subject matter and applicable skills

Reinforce & recognize trainee development &

success

Correct trainee mistakes in a positive, constructive

manner


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Give Feedback of Trainee PerformanceRating

Acknowledge trainee strengths

Compliment and recognize individuals as wellas the group

Give sincere, honest praise or correction

Be specific

Be timely


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Demonstrate Effective Facilitation SkillsRating

Be prepared for class in advance: materials,

facility, equipment, visuals, etc. Give logistics up front: i.e., location of

restrooms, break room, when breaks and

lunch are scheduled, phones

Encourage participant involvement

Begin and end training sessions on time


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Manage Time EffectivelyRating

Be punctual

Keep discussions focused

Assign a timekeeper

Know the schedule and time needed for each

segment

Dont wait for late comers

Follow the training checklists


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Exemplify Mountain America CUVision, Values & PhilosophyRating

Live the MACU hierarchy

Dont gossip Treat participants as our customers

Use current information & materials

Convey a positive attitude about MACU

Show a sincere desire to develop, assist &

serve


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Finally

God gives every bird its food

but He does not throw itin the nest.

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Evaluating Trainer Trainer Effectiveness