A - Analyse
D - Design
D - Develop
I - Implement
E - Evaluate
This was the term used in order to describe the training process. From inception to delivery. The first four letters were a sure shot. You had to follow these in order to successfully deliver your training. You will work with the SME or if you are the SME you will Analyze how you want to deliver the training? What will be the content, etc. You will then work on Designing the training. The sequence of flow of topics, whether it is a basic level course, intermediate or advanced. Development is very strong in e-learning type of training as it is extremely time consuming. This is also true of an ILT class (Instructor Led Training) where the instructor spends a lot of time in preparing the content, the hand outs and the labs. Then comes the Implementation part which needs to happen in order to deliver the training. This delivery can happy face to face, through an online webcast medium or through elearning. All these decisions are taken into account during the Analyze phase. Analyze stage is extremely important.
Last and the most forgetful or rather orphaned stage is Evaluation. In a fast paced environment trainers and program managers are required to do evaluations (sometimes due to policy sometimes just to inflate their egos) overall the evaluations always look like smiley sheets. I have sat through many such trainings where I am suppose to fill out a sheet of whether I liked the training or not. It is that simple. But is it that simple?
No it is not. Kirkpatrick has four levels of evaluation and the first level is the smiley sheet or the reaction level. The only thing the first level of evaluation measures is the reaction of the attendees. It doesn't provide you enough information as a trainer to make improvements to the content of your training. We, in training know that content is the king. We have to be true to this concept.
The four levels of Kirkpatrick's evaluations are 1) Reaction 2) Learning 3) Behavior 4) Results. A good evaluation survey will concentrate on all four levels of questions. Here is an example of one of the surveys I built. This particular survey does not include the 'Results' or 'Measuring ROI' of the training. That cannot be measured right after the training but the trainer can follow up with stakeholders 30 to 60 days after the training session to measure the results.
Course Title:___________
Instructor:_____________
Date: _______________
Location: ____________
Course Design
The length of the course was sufficient to
cover all objectives. 5 4 3 2 1 N/A
Time allotted for various sections was
appropriate. 5 4 3 2 1 N/A
The activities helped my understanding of the
materials. 5 4 3 2 1 N/A
The course was interactive. 5 4 3 2 1 N/A
Instructor
The instructor demonstrated knowledge of the
content. 5 4 3 2 1 N/A
The instructor had excellent presentation
skills. 5 4 3 2 1 N/A
The instructor encouraged participation. 5 4 3 2 1 N/A
The instructor used relevant sales examples 5 4 3 2 1 N/A
The instructor used relevant sales examples 5 4 3 2 1 N/A
The
instructors command on the local language was good 5 4 3 2 1 N/A
Materials
The participant materials supported the
learning objectives. 5 4 3 2 1 N/A
The materials were valuable during class. 5 4 3 2 1 N/A
The materials will be useful on the job. 5 4 3 2 1 N/A
________________________________________________________________________________________________________________________________________________________________________________________________________________________
What can we
do to improve this program?
________________________________________________________________________________________________________________________________________________________________________________________________________________________
No comments:
Post a Comment