a one-day workshop

Learn to use nine different “front-end” needs assessment tools effectively.  Tools include performance analysis, target population analysis, job and task analysis, and training methods analysis.  Learn to sort out training needs versus training “wants”.  Emphasis is given to writing surveys and questionnaires.  Tools are provided to measure the effects of training using four levels of evaluation.

WORKSHOP CONTENT

Unit 1: Overview of assessment, transfer of learning, and evaluation

	Three-way partnership between trainer, manager and learner
	Training plan overview
	Types of needs assessment
	Four types of evaluation

Unit 2: Assessing training needs 

	Performance analysis – Is training appropriate?
	Goal analysis – what can training accomplish?
	Needs vs. wants – what’s the best type of training?
	4 key tactics to build the ground work before training
	How to make sure the right training was conducted
	What kind of follow-up is appropriate?
	Post training performance analysis

 

Unit 3: The manager's role in the transfer of learning

	How to get workplace results from training
	How to involve managers prior to training
	Identify performance required to achieve business goals
	8 key tips for preparing the employee before and after training
	Manager's influence in coaching and giving feedback

 

Unit 4: Evaluate Training 

	Reaction to learning and the role of trend analysis
	How to measure learning and conduct appropriate tests
	Does the skill transfer to the job?
	How to measure bottom-line results.

 

EXPECTED OUTCOMES

By the end of the session, the participant will: 

1.	Identify techniques to use a nine-part transfer of learning strategy to transfer learning in the organization.
2.	Use pre-training and post training performance analysis as a tool to identify what hinders the transfer of learning.
3.	Conduct three types of needs analysis to identify training needs and develop a training plan.
4.	Identify techniques to build a partnership with line managers to help learning transfer to the job.
5.	Use trend analysis to identify the level of satisfaction with training.
6.	Determine how well objectives were met.
7.	Use a validation tool to identify the transfer of learning to the workplace.
8.	Measure the value of training using cost benefit analysis to demonstrate return on investment.