5 Modern place to measure the impact of training

Talk about the concept of measuring the impact of training programmes and its relationship to the planning of training objectives and its implications for the performance of the targeted training programmes have been raised globally since the 1950s and continue to be raised to this day.

5 Modern place to measure the impact of training

Many Educational and training companies use Appreciation as a concept to measure a change of behavior as a practical result to carry out what the trainee learned in training to apply in Workplace, others He uses it to find out if Training programs have accomplished their objectives or not, While it’s enough. By the initial estimate that Completes its procedure Immediately after the end of the training days, It focuses on measuring the initial response of the procedure to participants, which reveals their satisfaction with training.

Towards measuring the impact of training

Based on these variables in ideas, the evaluators have been working on renewing and modifying evaluation models focused on measuring the aspects associated with exercise and its relationship to improving functional performance, To study the final impact of training on modifying the work of the target company in general.

The models used in the training evaluation were numerous, but together they agreed on a general framework that included ample rates that increased in a limited number of models and were reduced in some, but most models agreed at the following four levels:

• The first level focuses on measuring the reaction of trainees.
• The second level measures what trainees have gained as a result of training.
• These levels are within the training headquarters and are measured directly.
• Level 3: How trainees apply the knowledge and skills gained from

On-the-job training.

• Level 4: Focuses on measuring the final results of training and its participation in investigating the overall objectives of the educational institution in general.

These two levels are inside the premises and are measured indirectly.

But in fact, one important thing, the planning of the training program, must be referred to, Is it suitable for the goals for which helanded , Are those purposes compatible with the target item ?

Training is described as the steady logical progress of data, expertise, skill experiences and behaviors, Any systematic effort to provide shareholders with skilled information and expertise.

The nature of the training is: Transfer (and move , transform and change) knowledge and skill

The knowledge from the trainer to the trainee, whether the trainer is an individual, a machine or a program.

The philosophy of training is that: a continuity and change activity, trying to modify a person since joining the job, By enabling him to Doing what you learn in his presence in the school world of Automatic science, Practical enforcement and information Complementary and behavior New or Developing his behavior previous, so that results in a revision of his performance in Effort and development and raising its productivity efficiency and moving His creativity and skills and adapted to all the modernity that arises in Work .

model ADDIE

Together, we review one of the most famous training design models as follows:

Lesson ADDIE has 5 stages :

• The stage of identifying training needs.
• Training design phase.
• The stage of self-assessment and development of performance.
• The stage of the program .
• Evaluation period and measurement of the impact of training.

The five stages are shown as follows:

The following is a brief review of the concept and outputs of each stage :

• Phase 1: Needs Assessment
  Thanking needs is the first step, providing necessary data that will end the construction of the transition to the second period of training programs.

Various forms of Research and collection methods Information for completion Documenting the needs that Contains identifying gaps in Performance, intervention priorities And manage the exercise before Vanguard by any Maran or other interventions To develop performance, it is Basic selection Problems of present performance and analysis factors of those problems, In addition, a study has been conducted to identify the needs of Real training (Win, 2006.42)

Outcomes of the duration of the requirements:
Know the real and actual needs of the target groups of training.

• Phase 2: Duration of training programme design
  Write off the creation of the setup period based on performance information collected during the duration of the requirements, At that time, we look at the needs identified through the same performance information at the workplace (gap examination), Which provides knowledge information and skill experiences to employees, and then translates those needs into training purposes.

Setup period outputs:

Formulating the objectives of the course.
Description of the course.
Prepare the training program document.
Effort management.

• Phase 3: Development phase
  Whenever we get to That period, we can take planning and adding material to it in The duration of the update. And it stays. What’s needed from That’s how long it’s been. work with Specialists Training article and resource development necessary together to present Maran Nafez (Hamza, 2004.55).

Development phase outputs:

Coach’s mentor.
Trainee guide.
Coach donations.
Reference materials.
A training course assessment model.

• Phase 4: Implementation period

The duration of implementation includes:

Prepare logistics and complete various administrative preparations before a written training agreement.
Make sure the facilitators are well prepared.
Apply the training sessions according to the detailed program of the course.
Provide participants with complementary skills and expertise to support the effective action of training programs.
A written agreement on the first and second scales.

Outcomes of the period of abuse:

Be sure to meet the largest rate of training requirements identified in the duration of the requirements.

• Phase 5: Duration of evaluation and measurement of the impact of training
  The process of valuing the impact of training programmes is based on certainty about the implementation of the training measure, And being She moves on foot according to the curriculum. The decision is hers . In order to achieve its planned objectives. Just like Appreciation aspires to the quest to win over what is opposed scheme of obstacles or Problems expected or not Waiting for it to happen Confronting them , hindering their progress or preventing the regularity of their activities. competent to achieve its objectives, It develops any of its stages based on emergency requirements, in addition to identifying the achievements of the training plan and its objectives and measuring the effectiveness of the training program and training methods and the extent to which they participate in meeting training needs and valuing the effectiveness of the trainee, Domain measured the effectiveness and effectiveness of the coach’s performance and his suitability to get used to the performance of the training effort

Outcomes of the evaluation phase and measurement of the impact of training:

She’s the director. Concluding the process training as a whole which weUnparalleled training for her, which is Emphasizing that the targets set for the target group have been achieved and Benefit those targeted from Exercise, whether On the level of apostasy Initial behavior or Degree and standard of learning from Training, whether it’s skillful experience or He knew. And so what Manifests itself throughout the training phase.

The part Allocated in the actual application To practice within the position of effort and measure results concluding training and its participation in Investigating the general purposes of the educational institution Anyway , it’s done on Continuous and periodic periods to find out the fact that Destinations developed And applying training for her has It came to fruition, Let’s again identify training needs based on modern conditions.

The training process is thus steady and involving all stages and periodically to meet and deliver the greatest benefit to educational companies .

A final part of the training that needs to be seen is also available for review in the following lines:

Writing the final report of training

In writing a document following the consequences of training, it must contain :

• The background of the course, among the factors that called for it (in accordance with training needs).
• A full review of the design status of the training course.
• General framework of training.
• Trainers, facilitators , style and how to choose them.
• Training curriculum and schedules.
• Food results for trainees.
• General comment on training.
• Lessons learned from training.
• Follow-up schedule and impact measurement.