1, before training:
Ask the students if they want to know anything in advance, and if they want to hand out handouts or teaching materials in advance.
Pre-class needs assessment?
Which is more effective and cost-effective to choose overseas training or company training?
What effect should the training achieve and what effect can it achieve? Can you measure it? What is the gap between existing employees? Is there a big gap between the goals to be achieved? How to make up for it?
Can the training facilities meet the teaching requirements?
Is the training cost related to the expected effect? If it costs too much, can you change the training method?
2. During the training:
Are the students satisfied? Did you participate in the interaction as planned? If not, why?
Is the teacher satisfied?
Have you linked the training content with the actual work?
Does the lecture form serve the content?
3. After the training:
Training evaluation After the training, check what you have learned and do it for one stage, one month, two months and three months. How far have you caught up with the trainees and have you used what you have learned?
What is the most critical assessment? If you find your class completely useless at work, find a fire source! -Isn't the teacher talking about practical exercises? Or will you not need his manager when you go back? Or about the application scenario?
Students have changed significantly before and after training-take out the data.
Level 1: fill in the training evaluation form, which is applicable to all courses.
Are the students satisfied with the textbook? Is the teacher satisfied? Are you satisfied with the refreshments in the middle? Are you satisfied with the hotel you rented?
You can use questionnaires, interviews and discussions.
You can set up a smiling face table.
Usually give feedback immediately after class, and the result will not be too bad.
The second level: learning assessment, which is suitable for skill courses.
Check what he has learned, evaluate it and let him write it down. What he learned, because he had to remember the skill class first, and he had to control the operation when he went back.
The third layer: behavior evaluation, which is suitable for skill courses.
65438+ 0-3 months after the training, you should evaluate the appraiser's behavior.
The fourth layer: result evaluation, which is suitable for on-the-job training evaluation of sales, customer service, machine tool opening and other performance results.
What benefits have you learned applied to the company? Pre-test and post-test, with reference and comparison of data before and after.
1, the fourth level evaluation mostly stays in the theoretical stage, and sometimes it is grateful to be able to evaluate the third level.
But the theory of training evaluation can be used as communication between trainers and bosses. What skills are used at work after class? At least communicate with the big boss about the results of the third-level data. Training is not a waste of money.
2, your company can find a course, practice, easy to get data, such as sales win-win negotiations, business talks, customer negotiations, customer sales, 10 customer service training, 10 customer service training, and you do a satisfaction survey after half a year. How much has the satisfaction of trained customer service improved compared with untrained customer service?
Level 1: Fill in the form. How satisfied are you with the teachers, contents and training institutions?
Level 2: Exam. Did you learn anything?
Layer 3: Have you learned anything and used it in your work?
Layer 4: Does it produce the final result in the work?
* * * There are 20 kinds. You should select at least five kinds that are suitable for your company and use them immediately. Your training should also be transformed. It is recommended to share it with the managers and employees of your company.
Commonly used:
The third kind of new employee training can't talk about human resources. Let the new employee summarize what he has learned and the workflow in writing, and what he thinks his future job responsibilities are. Let him sum it up and give it to his immediate superior for notice, so that he can carry out corresponding training in specific work in the future.
It is best for new employees to discuss company values, customer first, product innovation, one component and one topic, what is customer first, and stand up and demonstrate. In this way, the training memory of new employees is the latest. And write it down in black and white for future reference.
Eighth, don't hold particularly intensive courses in a short time, because students don't have time to absorb them. The ideal thing is to talk about the general framework first, and then study and practice in modules.
Communication skills or outward bound training, involving multiple departments. For example, stress management skills need a job and a single job, and the pressure that customer service encounters in sales is completely different.
/kloc-item 0/7: list of knowledge learned and list of tasks after training, and inform the person in charge of the department where the trainee works to arrange tasks for strengthening the application after training. And then forcibly recycle it. (This kind of internal trainer training can be designed)
20. Stick small red flowers on adults, evaluate sales champions and communicate with stars. Awards can be arranged a little more, so that more students can win awards. The assessment criteria are quantified in advance, and the scoring process is open and transparent. -it is better to score by a special person.
1, before and after training is much greater than during training, and all the processes are the most important, so we should work hard after class.
2. The role of the department manager after training is definitely much greater than that of HR.