KONE Corporation Training Program ReNova Door Operator Upgrade Training

Derrek KeeslingDonna KurtzLarry Weas

Northern Illinois University ETRA Department

Team One Project

Introduction

The TEAM…

…Donna Kurtz, loves public service

…Derrek Keesling, loves children

…Larry Weas, loves learning

Organization

• $4.4 Billion global company with 35,000 employees.

• Global leader in elevator & escalator industry. • Develop / deliver solutions enabling smooth, safe,

comfortable movement of people.

• KONE’s key customers:o Builders o Building Ownerso Building consultants

o Facility Managers

o Architectso Developers

KONE Training Project

KONE Training Project

Team’s Project Goals

• Understand basic components of KONE ReNova Door Operator.

• Understand how door operator components work together.

• Communicate KONE competitive advantages to decision-making customers.

Front End Analysis findings…• ID required skills for KONE ReNova

Door Operator training. • Training modules follow SCORM

(Shareable Content Object Reference Model).

• Design & delivery of e-learning instruction to address existing constraints.

• E-learning modules compatible with instructional requirements.

• E-learning flexible for instructional strategies & delivery approaches.

Risk Analysis / Management

KEY: Impact and Likelihood values: High – 5, Medium – 3, Low – 1.

Quantification = Impact Value X Likelihood Value. Plan: Determine if a plan is necessary by identifying the ‘cut-off’ quantification value.

Instructional Design Model Approach

Project Planning & Schedule

Design ApproachLesson ONE

Lesson TWO

Design Approach

Evaluation ModelEvaluation Phase Five: After our team’s implementation phase of Module Four: KONE Door Operator Upgrade Training Module, the team used Kirkpatrick’s (2006) philosophy based on four level model of evaluation:Level 1: Reaction. Did the participants like the

training?Level 2: Learning (Effectiveness). Did the participants acquire the intended knowledge, skills, attitudes, and commitment based on their participation in the training course? Level 3: Behavior Change (Transfer). Did the participants apply what they learned in the training course on-the-job? 30 days? 60 days? 90 days? Longer?Level 4: Results. Did the targeted outcomes occur as a result of the training course and any subsequent reinforcement?

Evaluation Plan / Process

Part ONE

Evaluation Plan / Process

Part TWO

Findings & ResultsSummary of Feedback

• Knowledge prior to training (Slightly below Satisfactory): Questions 1-3 indicated that participants with prior knowledge average 2.75 % with the four participants.

• Knowledge after the training (Satisfactory): Questions 4-6 indicated that the four participants were slightly above with an average of 3.50% after the training. Functionality & Ease of Use (Satisfactory): Questions 7 & 8 evaluated the participant’s functionality and usage of the training module. Ratings averaged around 3.85 % that recognized the efficiency and usage was satisfactory among the participants.

• Relevancy & Validity (Above Satisfactory): Questions 9 & 10, participants felt that the training material presented was relevant to their job with an 3.50% average and that the participants overall experience was satisfactory with an average of 4.00%.

• OVERALL (Above Satisfactory): The training results had an overall rating of 3.75% with KONE participants as shown below.

• Developed & implemented Plan of Action (POA) & project documents.

• Used ADDIE to develop & deliver two of the three lessons from Module Four & established initial objectives for Lesson Three. 

• Used Kilpatrick’s Evaluation model to conduct Formative Evaluation.

Team One Accomplishments

Recommendations & Next Steps for KONE• Finalize completion of training course design

for Lesson Three module.• Conduct stakeholder meetings to identify other

KONE personnel & sales training requirements.• Develop proposals for training module

revisions and/or of new training module design.

Thank You!

Happy Holidays!