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Learn about the top 22 live-ins for coach evaluation

 

The Saudi Management Association believes that the most important criterion is that it can be used to evaluate trainers and ensure that they are ready and able to conduct management training properly. The total score assessed by the coach is 200 points broken down by the following criteria.
Learn about the top 22 live-ins for coach evaluation
Learn about the top 22 live-ins for coach evaluation

Learn about the top 22 live-ins for coach evaluation

 

 

The coach is an important aspect of the training triangle and a vital pillar in the successful training process. And indeed it can be said that the coach is the most important pillar, Because even if the training bag is not good enough or the training environment does not help him, It may make the training process a success.
From this perspective, We are here to make a presentation to dear readers. The Saudi Management Association believes that the most important criterion is that it can be used to evaluate trainers and ensure that they are ready and able to conduct management training properly. The total points assessed by the coach are 200 points distributed according to the following different criteria.
Trainers can be categorized by their grades as follows:
  • Trainers who have reached 170 degrees and above (Class A).
  • The coach will get 140 to 169 points (B level).
  • The trainer score is 120 to 139 (level C) and a warning is given.
  • Trainers who have not achieved a score of 120 or higher are not accredited.

Learn about the top 22 live-ins for coach evaluation

Coach evaluation criteria:

There are many evaluation criteria for trainers, But you can refer to the criteria described below, These standards are collected and classified according to many organizations related to the evaluation and accreditation of trainers.

1- Qualified:

Due to the different qualifications of the trainers, It is important to keep this in mind when considering the qualifications of trainers. The qualifications of trainers usually do not exclude three qualifications: Bachelor Master’s or Ph.D. This difference was taken into account in the evaluation questionnaire, Where 21 levels have been allocated to the qualification, distributed over three qualifications, Each has 7 degrees.

2- Coach’s course:

Qualification is not the only indicator of the level of training of the trainer, So the training the coach received was taken into account, Especially coach training. That would be a small advantage.

Training experience:

Training experience is an important criteria for judging the ability of the trainer, As we all know, The more experience the coach has, the better the level of training, Therefore, the coach’s training experience (10) is determined by up to 10 years of training experience per year and beyond, and the degree is determined per year. X is an accessory that has little impact on the level of trainers, On the contrary, increased age and accumulation of experience may be an obstacle.

4- The personal appearance of the trainer:

There is no doubt that the appearance of the coach and the care of his personality are important indicators for the evaluation of the coach, So he is considered a role model for the trainees, Even because scientific research shows that the personal appearance of the trainer is important for the trainee to accept him. Guidance, advice and acceptance have had a negative or positive impact. So the index got five points that can be allocated according to the level of the coach’s generous appearance, By allocating a point to each level, it can be divided into excellent, very good, good, acceptable and unacceptable.
Learn about the top 22 live-ins for coach evaluation

Preparation and preparation for training:

Readiness and readiness for training as performance reference indicators, Because readiness and readiness are greatly reflected in performance. Ten levels are provided for preparation and preparation, which can be customized at the level of preparation and preparation, ranging from excellent to very good and good and acceptable and unprepared, Two levels are allocated to each level.

Training performance:

The performance of training is one of the most important indicators assessed by the trainers, So it gives 44 degrees, divided into different stages of performance depending on their importance and axis,
As follows:
An introduction meeting representing the introduction of the training course, the first practical stage of the training performance, At this stage the trainee is mentally prepared and can receive training through the procedures described below, This phase is therefore achieved through the allocation of two levels of training. Each program used by employees earns 8 points.
These processes are as follows:
  • It draws attention to the link up.
  • Explain the results of the training
  • Clarification of the structure of training courses
The recitation offer is the second stage of the show, And that makes sense, At this stage, the trainer begins to deliver his scientific materials through many practical procedures. At this point, 8 points were obtained, The coach assigned two points for each program. These processes are as follows:
  • description
  • activity
  • summary
  • Examples of use

 

Promoting group learning is certain that trainers are not the only source of learning, Providing trainees with opportunities to learn from each other is one of the most important aspects of outstanding training performance. So the process of facilitating group learning is divided into eight degrees, distributed on several measures that contribute to this purpose,

As follows:

  • Breaking through barriers/ dissolving
  • Encourage openness
  • Encourage sharing of experiences, experiences and suggestions
  • Motivate participants to ask questions

The diversity of training methods used

The use of different training methods is one of the most important elements of training that the coach must pay attention to, It must be included in any assessment of the coach’s performance, The coach must make sure they are used to talk, play roles and learn situations, films Exercises Questionnaires Etc. Due to the importance of using different training methods (whether mentioned or otherwise), ten levels have been given that have been allocated according to the number and changes used by the trainer.

Positive interaction with students:

The trainer’s task is not limited to providing and interpreting scientific materials and using different methods, It also includes interacting with trainers, giving them the necessary attention and informing them of the importance of their expertise and opinions, And discuss your problems based on the issues before them. Depending on the degree of interaction, Give this side a lot.

9- The process of adjusting the training process:

For the coach to conduct the training properly, He must be able to lead the training process properly so that he can control the course of the training process, Especially in the inner environment of the hall, and resist the provinces in an appropriate way, Prevent deviation from the subject and prevent trainees busy with things. Set ten degrees for this item from the calendar.
Learn about the top 22 live-ins for coach evaluation

Effective time management:

If the coach cannot manage the training time effectively, He will have to save some time for subsequent topics, This may affect the effectiveness of training and achieving its balanced goal. Based on the above, It is important for trainers to devote themselves to learning, allocating course time and maintaining the right balance to achieve the desired impact. In the proposed evaluation form, This item got 10 points.

11. Appropriate use of body language (verbs):

Although the culture of body use varies when speaking, However, in Arab culture, body language plays a key role in the transmission of training information. The way the body moves the trainer is one of the theoretical effects of the effect of training, So you must be aware of the importance of body movement, Whether it’s bending and straightening related to the movement of your hands, face or whole body. He must also distract him from time to time among Yemeni trainees in Yemen, And at other times his attention turns to the left, without having to continue to speak to a particular destination for a long time, So that others feel the coach ignoring them. . According to the effectiveness of the use of body language, Ten points are allocated to the evaluation factor

12. Correct use (use simple and understandable language):

Complete language and speech are the most important influences in the training process, Therefore, attention to speech health (expressing the vocal language that the coach wants in an easy-to-understand and appropriate manner) has become the standard for evaluating the trainer. One. Depending on the integrity of the language, clarity and expression of intent, Ten levels are allocated to them.

Appoint positions and give all participants the opportunity to:

If the number of interactions with participants is important for the trainer, Then the problem is not limited to this, It is not only the equitable distribution of jobs and interest in participants, So everyone has the opportunity to participate Some of them are not proficient in conversation time and coach time. Therefore, participation in training and equity in the distribution of opportunities is an important factor in the evaluation of the coach, Depending on the trainer’s ability to achieve justice in this regard, He was assigned 10 levels.

Linking the subject to actual reality:

Training is an introduction to verification and reminds the trainee of some experiences and events he may experience in the past or in the future. Training that has nothing to do with actual reality is still a theoretical exercise, It is difficult for trainees to understand and communicate with their reality. Given the importance of linking training topics to actual reality as an integral part of the coach’s assessment, 10 levels of training courses are allocated based on the trainer’s ability to link them to actual situations.

The ability to correct errors appropriately:

When the trainee is fully aware of the position, He will not participate in the training plan, Otherwise, training would be futile for him. On this basis trainees are expected to make mistakes, Trainers are also expected to accept these mistakes and deal with them appropriately, Without causing embarrassment of mistakes, Training opportunities are not lost because other trainees benefit from them. . Due to the importance of this element in the evaluation of the trainer, 10 points are awarded to the resident based on the coach’s ability to handle errors.

Appropriate use of methods of interpretation:

These educational methods differ from the training methods mentioned earlier, The educational tools discussed here are additional training tools such as cardboard, walls, electronic panels, projectors and paper copies (HANDOUTS). The ability of the trainer to use these tools effectively and appropriately is an indisputable factor in the trainer’s assessment. Given the importance of this element, Ten levels are allocated to trainers based on their ability to use the right tools

Clarity and order of the production line:

Trainers can use many training tools, But without clarity and order of lines used in each tool, The effect of their use is incomplete. We use a blackboard or cardboard to write on it, so that the writing is clear and tidy, And even if possible, It is important to maintain the effect of good handwriting, And because the font must be clear and has a suitable pattern, a suitable background and an appropriate quantity, It can therefore also be applied to electronic panels or PowerPoint software. They are compressed or placed randomly, which does not help the coach to take advantage of them.
Learn about the top 22 live-ins for coach evaluation

Good handling and training:

Even if the trainee returns to the training room in a short time, It still feels what it feels like in the training room, So he might have some intervention with the coach, He believes he needs to deal with it. On this basis the coach is required to behave properly in such situations and other situations published by the trainee, So we say that in general he should have the ability to deal with the trainee and not behave better than or make them inferior for any reason. It is true that the coach must deal with experienced, But they lack some of the skills they should provide. Given the importance of this standard, 10 degrees are allocated to them, which are used exclusively to evaluate trainers.

Answer the question appropriately:

Many trainees believe that the coach is not only their experience and knowledge of the subject of training, So you may find that sometimes they bombard the coach with many questions, Some of them are related to the subject of training, But it is not about the subject of training. At the future meeting of the training program. From this perspective the coach needs to answer the questions he asks regardless of whether he has the right answer, And here he needs to answer well, It is not controlling the liquid or extension and evading the answer (no matter who says I don’t know greasy). Given the importance of this element, 10 points were allocated to this degree in the coach’s assessment to measure the level of good answers to the question.

Achieving the objectives of the course:

The coach must make sure from time to time that he is moving in the right direction to achieve the objectives of the training course, For this reason, the topics of the course must be linked to the training objectives at the beginning and end of the course and the trainees should be reminded of these topics. Given the importance of this element in the continuity of the training process, 10 levels have been allocated.

Achieving international standards in training:

Global training standards will be updated from time to time, Trainers are expected to be aware of the new international training standards and seek to develop themselves. The Saudi Management Association’s “Coach Evaluation Model” allocates 5 points to this standard.

Other differences not mentioned above:

In order for the resident not to include any aspects that have nothing to do with the coach in the evaluation, It has been set to 5 degrees for any other differences that the resident may notice.
Learn about the top 22 live-ins for coach evaluation
 Learn about the top 22 live-ins for coach evaluation
Learn about the top 22 live-ins for coach evaluation

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Learn about the top 22 live-ins for coach evaluation

 

 

 

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