Assessment centers typically include a number of elements
_ 1. Social events / casual , where you can meet a variety of people , including othercandidates , selectors , recent graduates and senior management. This is an excellent
opportunity for you to learn more about the organization and ask questions in an
more casual atmosphere.
Two . Information sessions , which provide more details about the organization and functions
available. Listen carefully , because it is likely to be more up-to- date of their previous
research . If you are unsure of something , ask. It is often good to have a question
prepared for these sessions , but make sure it is a sensitive issue and not one that has
already been integrated . Asking inappropriate questions just to get attention does not impress
selectors .
Three . The tests and exercises designed to reveal their potential.
Selectors assessment centers measured against a set of competencies , and each
exercise is carefully designed to evaluate one or more of these areas .
Do not worry if you think you've done wrong at any time, but is more than
Chances are you will have the opportunity to make up later. Also worth remembering
being evaluated with these skills and not against the other
candidates , so that instead of trying to compete against them , make sure that
demonstrate the qualities that the organization is seeking.
Remember that assessment centers are very expensive to maintain and has
already come a long way from being guest - you can have as much as a one in six chance of
be selected.
Training Training Portal Portal creates a thumbnail of the department for which
the training program is conducted . Machinery is used similar to that in operation in the
plant. Instructors qualified , highly skilled operators or supervisors generally are
provided to carry out the program in this special section . Here new employees are
given a course of training in special machines to be used and
exact work they will do when they become part of the regular production strength
In the early 1800s , factory schools were created because of the industrial revolution , in which
workers were trained in classrooms within the factory walls . Learning system was
inadequate due to the number of students who had to be trained like machines
Industrial revolution increased the capacity of the production plant of goods.
The factory owners needed skilled workers quickly because there was a great demand for
the goods produced. Towards the end of the 1800s , a method that combines the benefits
the classroom with the benefits of training in the workplace , called training hall
became a popular form of training. The classroom is located as close as conditions
allows the department to which you are training workers . was furnished
with the same machinery used in the production . There were usually six to ten workers
the coach , who were skilled workers or supervisors of the company.
There are many advantages of the training hall. Workers are trained as if at work,
but does not interfere with the vital task output. Knowledge transfer and
knowledge to the workplace was not necessary because the classroom was a model of the
work environment . The classes were small so that students receive immediate
feedback and could ask questions more readily than a large classroom .
Lecture A lecture is that students often most commonly associated with the university
and secondary education . However, it is also considered one of the least effective methods for
used for adult students. In this method , a person ( the coach ) does all the talking . he
or she can use brochures , visual aids, question / answer , or posters to support the conference.
Communication is primarily one-way : from teacher to student .
Movies / videos / Content computer based training for the training experience is
especially from a videotape or computer program.
Simulations Students participate in an activity based on reality, interactive where
mimic the actions required in the job. This technique is useful for the development of skills.
Self-discovery learners discover on their own skills using techniques such as
guided exercises , books and research .
Role During a role play , the participants assume roles and act situations
connected to learning concepts . It's good for customer service and sales training .
Case Study A case study is a description of a real or imaginary , which contains
information that students can use to analyze what happened and why. students
recommend solutions based on the content provided .
Seminar Seminars often combine group methods : lectures, discussions ,
lectures and demonstrations .
Conference The conference training method is a good approach to troubleshooting. the
group considered a specific problem or issue and work to reach agreement on
statements or solutions.
When choosing between these methods , the coach must decide which is better suited
students , the environment and investments available . Many coaches choose
methods combine or modify them. Others select a single method works best for
them and never vary . With so many options , a coach is only limited by your
creativity.
ASSESSMENT PHASE
Training EvaluationOnce you have implemented a training program based on the analysis of care needs , how can
be sure that your training translates into real performance gains ?
The assessment can be used to determine if the training program achieves its objectives .
The evaluation can also assess the value of training , identify areas for improvement, and identify
unnecessary training that can be eliminated .
Needs assessment :
Training and staff development are increasingly responsible for the
effectiveness of their programs . The assessment can be used to determine whether training
achieves its objectives . The evaluation can also assess the value of training , identify
areas for improvement, and identify the necessary training can be eliminated.
Many professionals agree that training evaluation is important for a good workout , but
Some perform complete and thorough evaluations . The assessment may seem anti -climatic to
enthusiasm and creativity of the creation of a new course
With more emphasis on ROI , companies are wondering what is the value of
formation . Too often , training departments have little or no idea of how it relates to their training
with the business objectives of the company. This could be partly due to the lack of trainers
measurement and evaluation techniques , which result in measures that are not valid ,
reliable or even useful for the management of the company.
Don Kirkpatrick 4 Levels of Evaluation :
One of the most used models for evaluating training programs is the one that was
proposed in 1959 by Donald L. Kirkpatrick. The model holds that there are four
measure levels of quality or effectiveness of a training course .
Moving down the column , the matrix presents these levels , in order, from simple and
inexpensive complex and costly.
4 levels of evaluation Don Kirkpatrick is the basis for the discussion on evaluating the
effectiveness of training programs .
Level 1 measures the student's reaction to the training program .
Level 2 measures of learning that has occurred.
Level 3 measures changes in work behavior as a result of the training program .
Level 4 measures the results of the training program as it affects the company's bottom
line .
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