As a training manager, you are tasked to plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They are responsible for organizing training programs, including creating or selecting course content and materials. However, given that there are so many different training programs out there, how would one know if a training program will be effective.
One guideline here is to ensure that the program is designed in line with the adult learning principles:
| Adult Learn Best when the learning | The training program must |
| Is autonomous & self directed | Involve learners in the learning process. |
| Give learner opportunity to direct what they need to learn | |
| Create educational contract | |
| Anticipate needs beyond those identified initially | |
| Is directed towards a goal | Show learner the big picture from the beginning |
| Provide clear and specific objectives | |
| Ground learning in practical outcome | |
| Is relevant and practical | Based learning around real life situations |
| Provide example from trainer own experience | |
| Acknowledge Learner’s experience | Realise that learners have much to contribute |
| Able to assess quickly what learner already knows | |
| Match learner’s styles | Train in variety of mode |
| Is Active for Learning | Encourage thoughts and interactions |
| Ask questions | |
| Hands on application | |
| Demonstration | |
| Provide feedback | Give constant timely feedback |
| Offer both positive and constructive feedback | |
| Always be respectful | |
| Always be encouraging | |
| Is Safe for Making Mistakes | Be courteous and patient |
| Show values in all contribution, including mistakes made |
In an ideal situation, before any training is organised, a proper training need analysis should be conducted to scope out the needs and ensure any training is able to meet the needs. However, in reality, you will agree that it is impossible to do so due to time and effort.
Many times, TNA is concluded simply from the opinion or comment of the boss. For example, ‘This people has attitude problem.’; ‘Oh, it is English language barriers!’; Time Management! These people don’t know how to manage time!” However, a deeper level of rooted cause could be identified during the training. If the trainer follow strictly with the training program, then it will not be solving the problem. It is important that the trainer you engaged is capable to readjust the approach, change to different ways to explain and connect different theories easily so that the training remain effective.
The following 21 questions serve as a checklist for you to assess the readiness of the trainer and training program that you plan to engage
Click the following to download the PDF checklist file for FREE….
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