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. |
