3 professional ways to evaluate the training process
The first step is to develop a training program to identify the company’s training needs.
There are three levels of training needs assessment: organizational evaluation, professional (important) assessment and individual evaluation.
3 professional ways to evaluate the training process
Regulatory evaluation.
in That kind of Needs assessment , We can determine. Skills , knowledge and The capabilities you need Company to achieve its goals Strategy. Consider That category of Evaluation in things like Changing demographic specifications and trends Technology. and In general , This pattern of evaluation looks at how the organization as a whole trades with its weaknesses while strengthening the strengths.
2. Professional evaluation (important).
This type of assessment looks at the specific tasks and the science of skilled expertise and the possibilities required to carry out work within the organization.
3. Individual evaluation.
Individual assessment is considered, not performed by the individual staff member , and determines the training that that individual needs.
We can implement each of them on our training plan. First, to do a regulatory estimate, we can see future trends and the company’s comprehensive strategic plan to identify training needs. We can also see how jobs and industries change, Knowing this, we can identify professional and individual assessments in a more meaningful way.
Training needs research can be done in a variety of ways. And one of the choices is to use the internet Like SurveyMonkey, To survey employees about the types of training they want .There are also forms of training that are likely to be required for a job, Such as technical training, safety training and vocational training. All of these programs should be seen as isolated maran programs, needing an individual framework for each type of training. For example, The staff member’s mentoring framework will look quite diversefrom the internship framework.
Training must be linked to effort expectations. It is necessary to end the transfer of any flexibility that has been developed directly to the skilled experiences of that particular employee. A review of the human resources planning measure and heterogeneous job analyses may support you in the knowledge of the training pattern that should be updated for certain positions in your business.
Learning goals
After determining The kind of training that I have to. to issue, Should be determined Educational purposes For training. Educational purpose He’s the one you want to. learner to be able to do, explain or show it in The end of the duration of the training. Depend Purposes of good learning on Performance and clarity, And it could be the result. The final purpose of learning is observable or measured Somehow .
Examples of learning goals may include:
- The ability to highlight the method and how the situation is to take the customer’s request.
- Do a different set of customer needs analyses using the company’s software.
- Realize and use the new expense tracking program.
- The causes of safety actions in the transmission with chemicals.
- The ability to interpret the forms of communication methods and layouts to trade effectively with each pattern.
- Show ethics when reporting with customer complaints.
- Be able to delegate employees effectively.
Once we have set our educational objectives, we can use data on learning methods and then determine the highest way to provide training.
Learning methods
Understanding learning methods is an importantelement of any training program. And for our goals, We use the role model of the approved learning system on a loose scale. Recent research has shown that sorting individuals into learning methods may not be the highest method and how to determine style, Most people have a similar method depending on the data that ends their teaching. In a study prepared by Bachler and others, Authors view merit and personality as essential features of learning, rather than indexing people to types of learning methods. And with this in mind , We will address a common patternof learning patterns in the aftermath.
The effective trainer tries to design the training to adhere to the three different learning methods:
- Visual learner. It’s usually The visual learner has a “picture” clear to experience. He often says Visual learner things like “I can. I see what you’re saying or.That sounds good.” Completes communication with Visual learner Better using graphics, images, and numbers.
- Educated by hearing. The auditory learner learns by sound. The auditory learner may say, “If you hear you’re right” or “What do you hear about this situation?” the auditory learner will learn by listening to a lecture or someone explaining how to do something.
- Dynamic learner. Learn The scholar by trying feelings. Tend Those forms of Learners to learn at the hands of effort instead of listening or One new insight is doing With this. He often says That kind of Educated things like “That’s him. The feeling is right.”
Most individuals use more than one individual type of learning pattern basedon the types of information they transmit. As an example, you may be visually educated in school class, But when you learn how to transform the training framework, you may be an dynamic learner.
3 professional ways to evaluate the training process
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3 professional ways to evaluate the training process
