Identify Training Needs by Evaluating Strengths and Weaknesses
Course Code: HR390
Course Objective
By the end of the course, participants will be able to:
- Apply internationally recognized methods for identifying training needs
- Analyze and sort the data obtained from a Training Needs Assessment (TNA)
- Write Instructional Learning Objectives (ILOs) that are aligned with the results of the TNA
- Evaluate the effectiveness of training at various levels using proper data collection methods and instruments for each level of evaluation
- List ways to improve transfer of skills from training workshops to the workplace
- Calculate the Return on Investment (ROI) for training programs by determining their financial costs and returns
- Setting a training plan for Long & Short terms ( Locally and Overseas )
- Translate requirements into trainings that will groom employees for the next step of their career path
- Review training materials from a variety of vendors and choose appropriate materials
- Periodically evaluate ongoing programs to ensure that they reflect any changes
Target Audience
- Administrators
- Officers
- Specialists
- Team Leaders
- Managers
- Business Partners
- Line Mangers Responsible For Identifying Training Needs Or Evaluating Training within their Organizations.
Course Outline
Day One
The The general framework
- Reasons for identifying needs
- Present and future indicators of training needs
- Responsibilities of stakeholders
- The style inventory
- Identifying potential internal training resources and Subject Matter Experts (SMEs)
Day Two
Methods for Identifying Training Needs (ITN)
- The four steps of needs assessment
- Questions to ask during each phase
- Data collection template
- Data gathering: the cornerstone for ITN
- Quantitative and qualitative methods
- From interviews to focus groups
- Comparison of primary data gathering methods
- Advantages and disadvantages
- Characteristics of data gathering methods
Day Three
Linking training needs analysis with program design and program evaluation
- Significance of instructional learning objectives
- Components and characteristics of ILOs
- Writing ILOs
- Ten lessons on how to evaluate training
- Levels of evaluation:
- Levels defined
- Preliminary evaluation information
- Chain of impact between levels
- Characteristics of evaluation levels
- An overview of ROI
- Evaluation matrix
Day Four
Evaluation at levels I and II
- Reaction sheets
- Characteristics of a reaction sheet
- Tests: pre and post
Day Five
Evaluation at level III: skill transfer from the workshop to the workplace
- What often happens versus what should happen
- Barriers to skill transfer
- Ways to improve skill transfer
- Responsibility for improving skills transfer
- Methods to measure transfer of learning to the job
Day Six
Converting data to monetary value and calculating the return on investment (levels IV and V)
- Hard data
- Soft data
- Characteristics of hard and soft data
- Isolating the effects of training
- Tabulating program cost
- A practical case study on calculating ROI
Day Seven
Setting a training plan for Long & Short terms ( Locally and Overseas )
- Getting SMART About Training and Training Goals
- Analysis
- Design
- Development
- Implementation
- Evaluation
Day Eight
Review training materials from a variety of vendors and choose appropriate materials
- Types of Vendors You Should Work with and Why
- E-Learning Systems
- Career Development
- Training Materials and Online Courses
- Skills Training
Day Nine
Translate requirements into trainings that will groom employees for the next step of their career path
- Invest in good people
- Recognize good employees
- Teach time management
- Invest in training and development
- Encourage volunteer service
- Make franchising affordable
- Lead by example
Day Ten
Periodically evaluate ongoing programs to ensure that they reflect any changes
- Types of Evaluation
- Formative evaluation
- Outcome/effectiveness evaluation
- Impact evaluation
- Types and Uses of Evaluation
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