EMGeorge, Engineering Design and Management Consultant - Management of Build Own Operate Ventures

Many of us are happy when we can find a reasonably good faculty to train our people. For manangement training we can look outside our establishment and for technological training we must look inside or in the case of a collaborative environment, with our collaborators. We also normally would conduct the first level of evaluation of training; that is asking the participants to give us their feedback on how they felt. Some of us go beyond, to the second level of evaluation, and test the participants to know whether they have assimilated the subject or skill. If we go for the third level of evaluation, that is to see whether the training has actually resulted in a better behaviour or skill on the job, often we may be in for a surprise. Hardly anyone goes to the fourth level of evaluation, to see whether the market place has felt the impact of the training imparted. There is a lot to training a person effectively. Instructional Strategy Design, Optimal delivery methodologies and proper evaluation techniques.

Instructional Strategy covers many aspects. First we need to know what training is required. This is done by comparing the knowledge and skills required for the job to be performed and the knowledge and skills already available with the individual. Therefore first we define performance requirement of the function, then do a knowledge and skill need analysis for the function. This enables undertaking a skill inventory of the personnel manning the function. The gap is to be covered by training. As can be seen it is a simple derivation; but this is possible only if the need analysis as well as the skill inventory are done using the same units of measurement - a well defined set of training modules. The training content then emanates by asking critical questions like "What will the participant be able to do" having undergone the training.

E. M. George ENGINEERING DESIGN AND MANAGEMENT CONSULTANT		EMG Consultation
HOME Address: E . M. George, EARALIL 40/6564 Market Road, Convent Jn, Ernakulam, Kochi 682 011 Kerala, India Telephone: (0091 484) 238 2436 Email [email protected] HOME HOME Contact: [email protected]	MANAGEMENT OF TRAINING Many of us are happy when we can find a reasonably good faculty to train our people. For manangement training we can look outside our establishment and for technological training we must look inside or in the case of a collaborative environment, with our collaborators. We also normally would conduct the first level of evaluation of training; that is asking the participants to give us their feedback on how they felt. Some of us go beyond, to the second level of evaluation, and test the participants to know whether they have assimilated the subject or skill. If we go for the third level of evaluation, that is to see whether the training has actually resulted in a better behaviour or skill on the job, often we may be in for a surprise. Hardly anyone goes to the fourth level of evaluation, to see whether the market place has felt the impact of the training imparted. There is a lot to training a person effectively. Instructional Strategy Design, Optimal delivery methodologies and proper evaluation techniques. Instructional Strategy covers many aspects. First we need to know what training is required. This is done by comparing the knowledge and skills required for the job to be performed and the knowledge and skills already available with the individual. Therefore first we define performance requirement of the function, then do a knowledge and skill need analysis for the function. This enables undertaking a skill inventory of the personnel manning the function. The gap is to be covered by training. As can be seen it is a simple derivation; but this is possible only if the need analysis as well as the skill inventory are done using the same units of measurement - a well defined set of training modules. The training content then emanates by asking critical questions like "What will the participant be able to do" having undergone the training.