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Training plan ideas
Training & Organizational Development
Training plan ideas
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
My company has flagged three competencies that must be developed over the next four months i.e. i)Working with people ii) Adapting to change iii) Social Ease
What can one package as a training plan
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Forums » Topic Forums » Training & Organizational Development » Training plan ideas
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Training plan ideas
posted at 3/5/2007 12:17 AM EST
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Posts: 2
First: 1/16/2007 Last: 3/5/2007 |
My company has flagged three competencies that must be developed over the next four months i.e. i)Working with people ii) Adapting to change iii) Social Ease
What can one package as a training plan that can be evaluated on the fifth month to assess results of its effectiveness? Can someone assist pls. Kind Regards |
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Training plan ideas
posted at 3/5/2007 9:03 AM EST
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Posts: 221
First: 11/20/2005 Last: 4/4/2007 |
The first step is to translate the three competencies into behavioral indicators. The competencies as they are stated are very broad statements. For example, what exactly do people need to do to display adapting to change? And to what level do they need to do it. An exec contemplating an inter-company merger needs to adapt to change differently to a process worker working to a new schedule. Then design your courses and assessments to these fleshed out competencies.
Thinking about effectiveness, consider what individual, team, department and organization benefits you expect as a result of the training. Think not in fuzzy feel-good terms, but in measurable terms that make a real impact. This is probably the hardest part. Our eBook, From Training to Enhanced Workplace Performance, at http://www.businessperform.com/html/training_transfer.html provides lots of examples and can walk you through all of this. You can assess the effectiveness of the training at various levels. The easiest is gauging how effective the training participants and/or their managers felt it to be. Or you could gauge how much the participants actually learned the new skills via demonstration, case study, on the job exercise, etc. Moving to the next levels of measuring organizational effectiveness, you could measure how much they use the new skills in their actual job. Or you could measure organizational impact, such as reduction in customer complaints. Or you could measure Return on Investment. Or you could do a combination. This is a large area with lots of room for exploring options. There is no one right answer for your situation. You can find out more about evaluating the effectiveness of training programs at http://www.businessperform.com/html/evaluating_training_effectiven.html Vicki Heath Director Business Performance Pty Ltd http://www.businessperform.com |
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