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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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Four Levels of Training Evaluation
Level 1: Reaction
How did participants react
to the training program?
What do they plan to do differently?
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Four Levels of Training Evaluation
Level 2: Learning
What knowledge, skills or attitudesimproved as a result of the learning
intervention?
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Four Levels of Training Evaluation
Level 3: Behavior
Were the participants able to apply theknowledge and skills on the job?
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Four Levels of Training Evaluation
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.