It Department Director Trainer Interview

The information that is collected is information based on knowledge, attitude and behavior. The evaluation should be done to see if the trainee’s knowledge has increased due to the training, or if the information provided to them during the training has helped them expand on the knowledge that they already have. In the case of the social agency, the evaluation should look at if the managers were able to learn the key methods of encouraging and supporting the employees. The trainee’s attitude towards the training process and the intended

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

Assessment Principles. Learning outcomes 2, 3, 4 and 5 must be assessed in the work

The training development team will evaluate this and make any relevant training. The method of monitor effectiveness of the training will include testing of the trainee at the end of the course to see if the skills were mastered. The success of the mastered skills will be compared to the problems identified by the needs assessment to see if there were any reductions in the complaints. For example, The prior rate 78% of returns should be used as a baseline when making a comparison to monitoring for

Fifth, incorporate an evaluation team to assess the outcome of the problem to assure; the needs of the program are met. Always stay focus.

3.2 Evaluate the benefits of using a holistic approach to assessmentBy collecting evidence/ information from the learner via

Evaluation and review. Monitor progress regularly to know if course or actions is effective or if needs to be improved.

There are several different types of Trainers that exists within the military. All of which are important in nature. The particular trainer I will be interviewing is a Chemical Warfare Trainer. Soldiers specially trained and assigned to the job of a Chemical Warfare Trainer has the job of training military solder how to prepare and protect themselves from different chemical agents that may be used against them in an attack. The trainer is well versed in the different types of agents used, the lethal value of the agents and how to protect military soldiers against them.

York University’s training is a process that considers repeating the four steps to achieve monitoring through evaluation, which are assessment, planning, implementation and evaluation relatively. York University monitors training and development by different methods and implements these monitors based on different values that the organization wants to achieve.

Centrally track employee training progress and certification and education requirements, and analyze the impact the training has had on performance reviews and promotions.

Which domain requires annual security awareness training and employee background checks for sensitive positions to help mitigate risk from employee sabotage?

The key problem that is described for this case “Improvements at ServeNow" involves the management practices of Mr. Bushley, who has been too busy to standardize a training program for his management team, and has no potential successors for the 4 mangers he is losing to entrepreneurship and retirement. Faced with this challenge, he has hired a consultant to assist with this transitional period and plan for better training and effective communication in the future. Mr. Bushley says that he does not have time or experience to help alleviate the situation. The use of technology for training and communication

• Fight turnover with good training, targeted to specific issues and individual needs. Beware of off-the-shelf training programs that promise the world and deliver little.

This incident also raises another issue. POH employees depend on e-mail and the intranet for our as our main sources of communication, but we still have employees who are unsure of their computer literacy. All employees should receive mandatory training on e-mailing and the intranet to be competent in these areas.

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and