By the end of this course delegates will be able to:

• Understand Kolb’s learning styles and learning cycle
• Understand Kirkpatrick’s levels of evaluation
• Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals
• Understand when to use each type of evaluation tool
• Be able to perform a needs assessment
• Know how to write learning objectives and link them to evaluation
• Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
• Know how to identify the costs, benefits, and return on investment of training
• Be familiar with the parts of a business case

Day 1:

• The importance of corporate objectives, policies and plans
• Aligning training with the business needs 
• Recognizing when development needs occur – the drivers for training and development and the symptoms of a need
• Aligning management, HR, training and the business strategy
• Separating “Wants” and “Needs” and ensuring needs are aligned with job requirements
• Identifying the training and development needs of three elements, the organization, groups within it, and individual needs
• How to assign responsibility for identifying training needs
• How you decide what training needs evaluating – use of the priority model

Day 2

• Kolb’s Learning Styles
• Training Procedures
• Modeling
• Programmed Instruction/
• Computer Assisted Instruction, etc.
• Simulations/Games
• Coaching/Mentoring
• Job Rotation
• Lectures/Demonstrations
• Environmental Manipulations:
• Sequencing
• Feedback
• Overlearning
• Practice

Day 3

• Training Evaluation
• Step 1: Identify the Purposes of Evaluation
• Before developing evaluation systems, the purposes of evaluation must be determined.
• Why do we want to evaluate training programs?
• Assessing Learning Before Training
• Assessing Learning During Training
• Assessing Learning After Training
• Step 2: Select Evaluation Method

Kirkpatrick’s four levels of evaluating training programs reaction, learning, behavior, and result

Day 4

• Training Evaluation Cont.
• Step 3: Design Evaluation Tools
• Questionnaire
• Pre/Post Test
• Impact Survey
• Step 4: Collect Data
• Who, when, how to collect data?
• Calculating Return on Investment (ROI)
• Step 5: Analyze and Report Results
• Evaluation data analysis
• Reporting

Day 5

• Mastering the Evaluation Process
• Validation vs. Evaluation – What is the difference?
• Current models explained: Kirkpatrick, CIRO, IES and the 10-step process
• Understanding the process of evaluation and its position in the training cycle schema
• How to use the 10-step process to produce training evaluation –each step explained
• The evaluation formula

This seminar is open to the public wanting to learn how to walk the training Talk i.e., how training can translate into direct increased production.