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6

TRAINING NEEDS ASSESSMENT

Effective training efforts consider the following questions:

Is there really a need for the training?

Who needs to be trained?

Who will do the training?

What form will the training take?

How will knowledge be transferred to the job?

How will the training be evaluated?

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7

TRAINING DESIGN

Gap analysis: Indicates the distance between where an organization is with its employee capabilities and where it needs to be.

Training objectives are established.

Learner and instructional strategies are identified.

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8

TRAINING DEVELOPMENT

Create, modify, and or buy training materials.

Training manual (trainer, trainees)

Handouts

PowerPoint Slides

Activities (individual and/or team)

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TRAINING IMPLEMENTATION (DELIVERY)

Who is attending the training?

Where is the training initiative being held?

When is the training initiative being held?

What type of technology will be required for the training?

Will the training be on the job training?

Will trainees be compensated for attending?

Is the training session required?

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TRAINING EVALUATION

Reaction: Evaluated by conducting interviews or administering questionnaires to the trainees

Learning: Measuring how well trainees have learned facts, ideas, concepts, theories, and attitudes

Behaviors: Measuring the effect of training on job performance through observing workers on the job

Results: Measuring the effect of training on the achievement of organizational objectives

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THE END

Questions.

Comments.

Concerns.