Corporate Training Program

Corporate Training Program

Annual Corporate training Program Review

 

corporate training

Creating a Formal Evaluation and Revision Process for Curriculum

Often Corporate training programs are designed and delivered for years without a formal review process. As material becomes out of date and needs of the audience change over time, it is important to plan an annual training program review processes to evaluate and revise Corporate training programs.

Summarize Evaluation Results

Begin the process of a curriculum review by summarizing results from evaluation forms collected over the year. This process is simplified if a consistent evaluation form has been used each time the Corporate training is offered and qualitative information is collected. Graph qualitative information in order to see trends and consistencies in review results in order to make recommendations for revisions. If possible, categorize the findings into feedback into the following categories:

Training Framework

•             Content structure – broken into modules, sequence of content

•             Instructional style – self paced, instructor led

•             Delivery modes – online, face to face, workbooks

•             Delivery style – interactive group work (discussions, games, brainstorming, simulations), lecture, demonstration, individual work (exercises, experiments)

•             Audience definitions – restricted to a target group, open to a more general audience

Corporate training Environment

•             Room layout

•             Comfort – chairs, temperature

•             Catering

•             Lighting

Program Content

•             Relevance to work

•             Reflective of current marketplace

•             Adequate detail and depth of content

•             Pacing of delivery

Results of Tests and Quizzes

After summarizing the results of participant evaluations, graph test and quiz results to see if they create a bell curve. If you analyze the results of tests and quizzes and the results consistently do not produce a bell curve, adjust the questions by making them easier or harder accordingly. If possible, analyze per question results to determine questions (and subsequently topics) that produce high error rates.

Content Review

Content to Keep

Keep content that is consistently evaluated as relevant and truly impacts on the job performance.

Content to Edit

Reviewing the findings of the evaluation review will help to determine what content is out of date and needs to reflect current market conditions. If test results indicate that a subject should be covered in more depth or as more of an overview, make the adjustment. The sequencing of content is often an issue if foundational topics are offered after more advanced concepts. Restructure the content to offer foundational content first.

Also pay attention to content areas that have been identified as an area of weakness on multiple employee performance reviews. Review how the content is delivered to make adjustment to improve learning and retention of knowledge.

Content to Delete

If information overload is a common complaint on evaluations, it is time to hack and slash content that complicates key message delivery.

Completing an annual review of curriculum will keep a training program fresh and relevant to current market conditions and ensure employees improve their performance.

About the Author

Fresherlab.com is a young organization, based at India's IT hub, Bangalore.
It's a dynamic and competitive world with full of ups and downs in IT sector and therefore; the fresh engineers require just more than theoretical knowledge to get themselves ready for the industry. Academic institutions across the world provide the basic and conceptual fundamentals covering multiple areas in computer science. With increasing number of graduating engineers, but with constant number of companies, it becomes difficult for fresh engineers to compete with their unpolished skills because they need more effective and specialized quality training.

How do I sell this useful program?

Date: 25th September 2008
Function: HR Dialogue cum Dinner & Networking
Topics: 1. Developing A Positive Corporate Culture 2. Importance of Employee Retention & 3. Employee Retention Strategies
Time: 4pm to 8pm

The above is for HR professionals, Marketing managers, Training managers and/or Recruitment managers or CEOs, MDs and all....

HOW DO I SELL THIS PROGRAM IN 10 DAYS? - I am expecting 200 people...........

Please help urgently....

I hope you have a fair bit of spare time and a bit of cash on your hands.

I would go about it like this.

Buy a Marketing list of HR professionals in your area. I am not sure where you are from so can't help you out with a firm, or give you an idea of how much it will cost.

On getting the list i would send out letters to 1000 of them, telling them about "How developing a Positive culture is important" or something else that will be spoken about at the conference and mentioning that I will be in contact with them in the next few days.

Then i would call up each person I sent a letter to until I had 220 commited to coming to the conference.

Not fun or cheap, but certainly effective and you will know in advance how effective it has been, and therefore if you have done enough.

Lawwave Legal / Corporate Training Program

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