评断训练的好坏方式培训 PPT课件

Measurement评断训练的好坏方式 Identifyneeds确认需求 Designtheprogramme设计课程 Setobjectives设立目标 Selectmethodsofmeasurement选定评估方法 Measurethechangeinperformance评估行为 表现上的改变 Runtheprogramme执行课程 TheTrainingCycle训练循环图 IneffectiveTrainingPractices Before没有效果的训练 训练前 Trainingforcedonpeople theyneedtowantdevelopment 强迫性的 必需是发於内心的 Trainingdisconnectedfromstrategicthinkingandjobreality与策略性思考及工作内容无关Onesizefitsall Lackoftailoringtoneeds没有因材施教 需要依据每个人不同的需求设计课程 IneffectiveTrainingPractices During没有效果的训练 训练中 We reonlygotthemforashortwhilesolet sgivethemeverythingweknow填鸭式教学 因为训练的时间通常很短Schoolteachingmodels notadultlearningmodels 像学校式的教学 不是成人式的教学方式 Makingpeoplefeelgood ratherthanaddingvalue 只让人感觉很舒服 而不是增加他们的知识 IneffectiveTrainingPractices After没有效果的训练 训练後 Participantsarebroughtintoaclassroom getexcited thenreturntoanenvironmentthatdoesn talwaysmatchwhattheyhavebeentaught工作的内容与上课的内容无关Lackofseniormanagementsupport缺乏资深管理阶层人员的支持Noappreciationforcriticalmass toofewtoaffectchange 不被大多数的人接受 太少人不能产生影响 Intermittentandone shottraining中断或一次性的训练 Evaluation评估训练课程的成效 QuestionsWeAreTryingToAnswer我们试著要回答以下问题 1 Hastheprogrammesatisfieditsstatedobjectivestoamajorextent 课程是否有达到原先设想的目标 2 Hastheprogrammesatisfiedthepersonalobjectivesoftheparticipantstoamajorextent 课程是否有满足参加者的个人目标 3 Istheprogrammecost timeeffectivetoO M 课程是否对奥美来说是符合时间成本的 4 Haveparticipantsputthelearningintoeffectiveactiononreturntowork 学员是否在返回工作岗位之後能够将所学施展出来 HappySheets TheTraditionalApproach快乐表 传统的方式 Attheendoftheprogrammeessentiallyasksparticipantstoratethesessiononafivepointscaleandleavesheetbehindonleavingsession在课程结束後 请学员填写一个五点量表 并且请在离开时把填写的问卷留下 Willtellyouifparticipantsareunhappy e g thetoneiswrong Almosteverythingelsewillbeclouded EndOfCourseFeedback MovingBeyondHappy Sheets 课程结束的回应 除了快乐表以外 1 Openquestionnaire自由发挥的问卷2 Open questionquestionnaire开放式申论题问卷3 Scoringquestionnaires计分式的问卷a Likertscale 喜好度量表 b Semanticdifferential 语意差异表 EndOfCourseFeedback MovingBeyondHappy Sheets 课程结束的回应 除了快桨表以外 4 Validationquestionnaires符合期望量表5 Actionplanning行动计划6 Pre Postquestionnaires事前 後问卷 OpenQuestionnaire Pleasemakeanycommentswhichyoufeelareimportantorsignificantonanyaspectsofthisprogramme Youmaywishtoaddyourname TheOpen QuestionQuestionnaire 1 Whichpartsdidyoufindmostuseful 2 Whichpartsdidyoufindleastuseful 3 Whatareyourdirectionsforimprovement 4 Whichaspectsareyoumostlikelytoimplement 5 Anyothercomments Pleaseaddyournameifyouwishtodoso ScoringQuestionnaireSemanticDifferential Pleaserateeachfactoronthescalebymarkingacrossintheappropriatebox654321LearnedalotLearnedalittleEnjoyedthesessionDidn tenjoythesessionTheoreticalPracticalUnderstoodeverythingUnderstoodnothingHelpfulUnhelpful ScoringQuestionnaireLikertScale PleaseregisterviewsonthefollowingstatementsbyringingtheappropriateboxSA stronglyagreeD disagreeA agreeSD stronglydisagreeU uncertainAtleasthalfthemoneywespendontrainingandSAAUDSDdevelopmentiswastedbecauselearningisnottakenback ToomuchofourtrainingisBRIAN SAAUDSDSeniormanagementdon tgiveenoughsupporttoT D SAAUDSDWeneedtoputmoreemphasisondaytodaySAAUDSDcoachingonthejob SendingpeopleoverseasfortrainingisaninefficientSAAUDSDuseoflimitedresources ValidationQuestionnaire 1 Didyouobtainwhatyouhopedforfromthisprogramme PleaseringtherelevantanswerYesMorethanexpectedLessthanexpectedNo2 Howusefuldidyoufindthefollowing Pleaseringtherelevantscore 1 lowto5 high a TrainerTypesIfyougavearating1 2or3pleasestatewhyyouhavegiventhisrating Ifyouhavegivenaratingor4or5pleasestatehowyouintendtousethislearning 12345 ValidationQuestionnaire b Kolb learningcycleIfyougavearating1 2or3pleasestatewhyyouhavegiventhisrating Ifyouhavegivenaratingor4or5pleasestatehowyouintendtousethislearning c Processtechniques Buzzgroupsetc Ifyougavearating1 2or3pleasestatewhyyouhavegiventhisrating Ifyouhavegivenaratingor4or5pleasestatehowyouintendtousethislearning 12345 12345 ValidationQuestionnaire d EndofcoursefeedbackIfyougavearating1 2or3pleasestatewhyyouhavegiventhisrating Ifyouhavegivenaratingor4or5pleasestatehowyouintendtousethislearning 3 Whatspecificdirectionsforimprovementwouldyousuggesttoenhancetheeffectivenessoftheprogramme 12345 ValidationQuestionnaire 4 Whatwas werethemostsignificantevent s foryouontheprogramme Andwhy 5 Whathaveyoulearnedfromtheprogrammewhichyouintendtoputintopractiseonyourreturntowork ActionPlanning WhatIintendtodotoimplementthelearningfromthisprogramme HowIintendtodoit Withwhatresources help Bywhen Transfer TheRetentionCurveIsTheEnemyOfLearning记忆曲线是学习的敌人 LEARNING 100 75 50 25 0 1 2 3 4 5 6 7 8 9 10 11 12 13 Weeks by3monthsmostisgoneunlesspracticed除非练习 否则三个月後都消失了 25 50 slipsawayin4weeks在四周内25 40 立即下滑 学习 周数 CONTRACTS合约 Manager经理人 Participant学员 Trainer讲师 Trainer ManagerContracting讲师与经理人之间的合约 Whatpartsoftheperformanceofyourcountry unitdoyouwanttoimprove 你国家 单位中的哪些表急需改进 Whatdoyouwanttochange 你想要改变什麽 Howarewegoingtomeasurethechange 你要如何衡量改变 Whatsortoftrainingdoweneed 我们需要何种训练 Whatsortofaftersalesservice followupdoweneedtoembedthechange 哪一种 售後服务 是创造改变必备的 Trainer ParticipantContracting讲师与学员间的合约 Whatwouldyouliketotakeawayfromhereattheendoftheprogramme 课程结束後你想学到什麽 Whatwouldyouliketobeabletodothatyoucan tdonow ordobetterthanyoudonow 有什麽是你想做而做不到 做不好的 During atend Whatdoyouneedfromyourbossinordertousewhatyouhavelearned 在训练中及後 为了运用所学 你期望老板支授什麽 Manager ParticipantContracting OftenNotDone 经理人与学员的合约 通常没有做 Discusswhythetrainingistakingplace讨论为什麽有这个训练Discusswhatareparticipantsneeds讨论 学员需求 companyneeds讨论 公司需求 Discusswhatsupporttheparticipantwillneedfrombossonreturntopracticeskills讨论学员返回工作後 需要什麽协助才能运用这些技能Agreewhatwillhappenasaresultofthetraining双方同意训练後的结果feedback反馈transmission传承recognition reward WhatTrainersCanDoToImproveTheTransferOfLearning FromTraining DevelopmentActivitiesBackIntoTheJobInTheAgency Before Alignprogrammewithagency scorestrategiesandprioritiesInvolveparticipantsandtheirmanagersSystematicallydesigntheprogrammePlanparticipationopportunitiesDevelopparticipantreadinessDesignapeer coachingcomponentfortheprogrammeanditsfollow upactivities During Developapplication orientatedobjectivesManagetheunlearningprocess competenciesmodel Answerthehatinitforme questionProviderealisticwork relatedtasksProvidevisualisationexperiencesGiveindividualisedfeedbackProvidejobperformanceaids After Convincetraineesthattheycanandwilltransferthetraining Pygmalioneffect ProvidefollowupsupportConductevaluationsurveysandprovidefeedbackDevelopandadministerrecognitionsystemsProviderefreshersessions WhatManagersCanDotoHelpImprovetheTransferofLearningtotheJob Before InvolvetraineesinneedsanalysisandprogrammeplanningBrieftraineesonimportanceofthetraining whatitwillcoverandhowitwillapplytotheirjobsProvidetimetocompletepre courseassignmentsOfferrewards promotionalpreferencetothosewhodemonstratenewbehavioursSelecttraineescarefullyPrevioustraineestobriefnewtraineesSendco workerstotrainingtogetherPlantoparticipateyourselfasfaculty During PreventinterruptionsTransferworkassignmentstoothersCommunicateManagementsupportfortheprogrammeMonitortimekeepingRecognisecompletion certificatesetc Joinintransfer actionplanningPlanassessmentoftransferofnewskillstothejob After Plantraineesre entryGivepositivere inforcementSupportlearningtransferProvidearealitycheckProvideaopportunitiestopracticenewskillsReducejobpressuresinitiallyonreturnScheduleparticipantbriefingsforco workersSetmutualexpectationsforimprovementArrangerefreshersessionsGivepromotionalpreference WatchPerforming AsATrainer BeingamemberoftheaudienceisapassiveroleAudienceparticipationisstagemanagedbytheperformerPerfo