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===============================================
ISSN 1496-3361
Vol.1, Issue #10 - June 15, 2001
Training as a Means, not an
End
Excerpts:
"Response
to a question received by e-mail: I will let you in on a big
secret: In all matters of training one should focus on the
desired "end result", i.e. the "training objective"
aka the "learning objective. One must have a clearly
defined objective and then work backwards to pave the way to reach
it
Reaction from enquirer: I see. What you are saying
is that a training activity is not an end in itself but actually
the means by which one can reach an end.
Although we never
met, I know that before undertaking any training activity, this
enquirer will first clarify the performance objective to be achieved
and then work backwards to plan it: the method ("the
training process"), training aids, logistics, timing, and evaluation.
A word or two about evaluation. There are several aspects
to consider, for which different evaluation tools are used:
I. Evaluation of the training activity as per "trainee"
feedback:
a) the trainee's evaluation of instruction (and
instructor)
(b) the evaluation of the activity itself
(content, aids, timing, etc.)
II. Evaluation by the instructor
of the training:
a) Evaluation of the trainees' knowledge,
know-how, level of comprehension and other factors before the training
takes place
(b) Ongoing evaluation of the trainees' progress
(c) Post-evaluation at the conclusion of training, i.e.
evaluation of the trainees after the training has been completed.
(d) Post-evaluation when the rainees are back at work (or in
life) to see if their performance, skills, and/or behaviour is in
line with the training objective. This is the essential "follow
through" stage.
It is worth mentioning here that the
evaluation of quality and content of instruction (I. above) is conducted
in two phases:
(a) Mid-term (in order to correct any perceived
shortcomings)
(b) At the conclusion of the training (to
get final evaluation by the Trainees on the overall program).
Training shouldn't take place if not performed along the above
lines since it would only be a time- and money-consuming aimless
activity. Several people in charge of training carry out activities
just for the sake of carrying out activities or to justify their
job positions. This is why you often hear managers complain
about a continuing state of affairs (perpetuation of a problem)
despite the extensive training given to the same supervisors and/or
employees.
.... Do go back to the article Defining Training
Objectives at http://www.easytraining.com/training.htm to see how the writing of the
objective affects the entire training process and results.
.... Our pages for Quick Assistance (one or two hour phone Consultation)
http://www.easytraining.com/fasttrack.htm and Resume Upgrade http://www.easytraining.com/resumes.htm now offer online payment facilities.
previous issues more...................
Written and published by:
Claire
Belilos
CHIC Hospitality Consulting Services
Helping You with Practical Solutions to People Management
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