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Evaluation of training is very necessary in order to determine whether the training has achieved the objectives and objectives required of it, In addition, the training evaluation process helps to identify the problems and obstacles faced by the training process to ensure that they are avoided in the coming times, Training evaluation is therefore one of the most important tasks that the training department must best perform to ensure remarkable success of the training process.

Training means providing individuals with information and knowledge related to their functions and the best ways to perform, and master the skills and abilities they enjoy, and enable them to use their stored energy practically, which they have not found a way to actually use, In addition, it is also possible to change behaviour and develop the performance methods deployed by individuals to allow for job opportunities and further improvement and development, Ensure that ever-increasing productivity targets are achieved.

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So we found that training in this concept helps employees to be effective and competent in their current and future jobs, Moreover, training is the cornerstone of improving staff efficiency in various areas and in all institutions.

Because training is directly related to the management development process, the training evaluation process must be carried out, This strategy is based on qualified trainers who know how to offer the training program if it is based on theories, rules, assets and courses of high quality scientific and professional value. Measuring training needs in all departments and predicting future needs, Which actually helps, In the development of administrative work, Because it deals with three main points, Which is to modify the workflow, And improve the level of workers, And formulate professional strategies. Training and job qualification are one of the most important characteristics of smart organizations. Development and investment, Considering human resources as human capital and a development element, it is clear that attention to various forms of job training strategies has increased the level of staff and implementers of the latest developments that have been reported to them, Updating professional and therapeutic information aimed at administrative reform, change, development and organization, Which appears here. on the question of the value of training. Professional qualifications, Governed by global factors and effects.

Basic rules for designing the training process include:

Locating the training program and its level of importance, To identify the beneficiaries of the training programme, to determine the culture of participants in the training program, Identifying the functions of participants in the training programme, To determine the overall impact on the subject of the training programme. Determining the recommended time period for the training programme to determine the extent of administrative needs for the future of training programmes, identifying the most important obstacles and problems facing human factors, Identify the possibilities available in the work environment to ensure the interaction of training programmes, Identify the most important topics related to the topics of the training courses.

Training strategies are a specialized set of topics designed to measure the needs of participants and beneficiaries of training programmes in a specific topic through which modern and emerging concepts and methods are studied using the resources available to enhance efficiency, work environment or social skills in life. The course deals with the unusual boredom of traditional courses of education by reviewing all the information, evidence, images, phrases, words and texts available to mature the recipient’s mind and through what traditional education cannot provide, Information increases the percentage of education possible.

Training is not limited to providing individuals with new information and knowledge, It also includes:

Increase the willingness of managers and supervisors to change and their willingness to lead development with full conviction. Increasing and refining the experience of managers, supervisors and individuals, This gives them the opportunity to improve themselves and qualify them for more responsible work to meet the growing development needs. Providing individuals with knowledge of the principles of management, methods and technical staff, And clarify their role in achieving the goals of their work institutions and the more training achieves the more goals the more positive the evaluation of training

Since every organization wants the maximum profit possible, This can only be achieved through the optimal use of available resources and capacities, Since the individual is one of the necessary resources and capabilities, Efficiency can be improved and developed through training. Staff contribute to the organization’s ultimate goals. Training objectives: Developing technical competencies, Development of administrative and financial capacities, And focus on training trainers, Strengthening relations and cooperation with local and external institutions in training and sharing experiences, Preparing training materials on key topics.

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Stages of the training evaluation process

Pre-training: This phase is reflected in the determination of the assessment of training needs and the design of the training program. In here The identification of training needs is analysed by the training department to determine the actual need for training and to ensure that training needs are linked to the agency’s objectives and policies, Try to predict the returns of training institutions, jobs and staff in order to use these things in the training evaluation process. also, At this point, Choose the right program or choose the program that suits the needs of the training institution.

The training phase goes through the process of evaluating training through:

Assessing the steps of implementing the training plan, Including evaluating the means used for training, The time allocated for training and allocation, Methods and techniques used for training, Etc. Make sure that the implementation of the plan is in line with the plan developed for it, In the event of any failures to implement the evaluation plan, it helps to correct the progress of the plan.

Assessing the performance of the trainer and trainee during the implementation of the project, Including measuring the achievement and performance of the trainee, and understand how responsive they are to the knowledge and skills it offers them, And the extent to which they are linked to tasks and responsibilities in the field. From work. The role of training evaluation is to correct the planned process based on the requirements and capabilities of the trainee.

At this point, The coach’s performance and competencies are assessed. This is because substandard trainers have the skills to implement the programme in the first place, This will lead to the failure of the program to provide trainees with the required functional skills equipment even with the best programs, competencies, means and training. One of the benefits of evaluating trainers may be the criteria for selecting future trainers and setting criteria for their selection, In addition to the following advantages, Even if the plan is saved from failure and the coach is replaced by a more capable coach.

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Post-training:

Training is evaluated after the project is completed. This is where the trainees evaluate the training program. This assessment includes the objectives of the program, And training topics, and training methods, And the training methods used, And the duration of the program, And the duration of the program, And the training room, And the competencies of the coach, And others.

This factor is key to the development of training concepts and strategies and decision-making of change, Since the trainee is the first target of the training process, His observations and provisions are therefore a necessary entry point when evaluating the training programme. The purpose of evaluating students. Assess the impact of training. This is part of the post-training assessment that is the ultimate goal of the evaluation process, Since the purpose of training is to increase the efficiency of workers, Thus, the agency’s production has increased and developed.

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