Manage and Coordinate Training

Level II: How to Evaluate Learning

One-day Workshop

Never seem to know where to start when crafting tests to measure skills and knowledge? In this hands-on, practical workshop, learn to match tests to learning objectives. Strategies for reliability and validity are stressed.

  • Determine your purpose in conducting Level II evaluation.
  • Identify the most appropriate method of testing for knowledge and for skill performance
  • Match test items to four criteria in learning objectives.
  • Learn how to write effective knowledge and skill tests.
  • Apply reliability and validity to your organization’s course tests.
  • After this workshop you will have the tools and techniques to evaluate learning within the learning environment and put the wheels in motion for transfer back to the workplace.

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Assess and Evaluate Training

One-day Workshop

Looking for more than surveys to help assess your training needs? Learn to use nine different “front-end” needs assessment tools effectively. Tools include performance analysis, target population analysis, job and task analysis, and training methods analysis. In addition, you’ll learn to sort out training needs versus training “wants”. Emphasis is given to effective use of surveys and questionnaires. Tools are provided to measure the effects of training using four levels of evaluation.

  • Learn how to use pre-training and post training performance analysis to clarify performance issues and identify what hinders the transfer of learning
  • Conduct needs assessment to identify performance improvement and training needs
  • Develop a comprehensive performance improvement plan
  • Build a partnership with line managers to help learning transfer to the job
  • Complete trend analysis to identify the level of satisfaction with training
  • Determine how well objectives were met
  • Use a validation tool to identify the transfer of learning to the workplace
  • Measure the value of training using cost benefit analysis to demonstrate return on investment
  • After this workshop you will have a FULL battery of practical and useful tools to employ to more accurately assess your training needs and evaluate the results!

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Quality Control of Training

One-day Workshop

Is QUALITY an issue in your training function? Then start with the basics! We’ll help you identify 14 core instructor competencies to evaluate the effectiveness of instructors and SMEs (subject matter experts). We’ll then provide some practical and useful tools to help you diagnose training program deficiencies and develop strategies to improve training. Monitor and evaluate existing training with trend analysis and identify and implement quality improvement measures.

  • Monitor and evaluate existing training programs for quality
  • Maintain training program effectiveness
  • Assess the quality of an instructor's skills
  • Create a performance plan to improve an instructor's skills
  • Use coaching and counseling techniques to improve an instructor's skills
  • After this workshop you will be able to pinpoint those areas you need to further strengthen in order to get your learning department functioning at peak performance!

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Make Training Stick: A Systematic Approach to the Transfer of Learning

One-day Workshop

What makes training stick? This workshop provides practical and useful strategies and tools to take the mystery out of ensuring effective transfer of learning efforts to the workplace.

  • Create a three way partnership with managers, learners and trainers to ensure transfer of learning
  • Leverage tactics you currently have in place to create systemic transfer support throughout your organization
  • Focus on what trainers, managers and learners EACH need to do to make learning stick – we all have a role to play!
  • Use post training performance analysis as a tool to identify what hinders the transfer of learning.
  • Identify specific techniques to involve managers in transferring learning.
  • Learn ways to measure the transfer of learning.
  • After this workshop you will have tools to implement a comprehensive plan of what needs to be done before, during and after training to ensure that learning sticks once back on the job.

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Today’s Effective Training Coordinator

One-day Workshop

Today’s training coordinator is the GLUE that holds together the department! If you feel like you’re becoming UNglued, then plug into this practical and useful workshop for some hands on strategies, tools and skills to increase your productivity and sanity!

  • Assess your own competencies in the training coordinator position
  • Contract for results, not just training activities
  • Improve productivity by knowing when and where training can contribute
  • Build rapport with line managers and gain executive support through the use of proven strategies
  • Market training programs for maximum attendance
  • Learn and share secrets of success from other coordinators
  • Utilize practical checklists to make the job easier
  • After this workshop you will be better equipped to balance everything from developing a plan and coordinating the efforts of SMEs to hiring consultants and setting up a corporate university.

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Performance Consulting Skills for Trainers

One-day Workshop

Feel like you’re training for training’s sake but don’t want to appear unsupportive? Learn how to uncover the true performance needs of your organization and how to partner with management to achieve results.

  • Determine how successful performance consultants operate.
  • Identify who the real client is in any project.
  • Assess multiple roles of the performance consultant and identify when to use each.
  • Learn how to use an eight step consulting process to identify and address performance issues.
  • Build a performance consulting plan and gain management's agreement.
  • Plan how you will contract with your client
  • Market performance consulting services to prospective clients within your organization.
  • After this workshop you will be equipped with practical and useful tools to be a true partner with management in achieving the desired performance goals for the organization.

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Make New Employee Orientation A Success

One-day Workshop

New Employee Orientation (NEO) does NOT belong to the training or HR department! Learn how to build the relationships and support to produce a process that is owned by the organization.

Here are some of the how to's you'll walk away with:

  • Identify bottom-line benefits of successful orientation programs
  • Select critical information employees need to be effective and successful
  • Measure the content of your orientation against some of the most successful orientation programs
  • Set objectives appropriate for your organization
  • Limit content to what is important
  • Eliminate boredom and keep the pace alive
  • Use techniques to involve new employees
  • Avoid pitfalls of ineffective orientation programs
  • Apply orientation design techniques to all new employee situations

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Manage and Coordinate Training

How to Manage The Training Function

Two-Day Workshop

If you are the head of a "training department" or unit, a one-person training department, or your career path is pointing in that direction, these active learning days are for you. Training managers, coordinators, internal consultants, performance consultants, course designers and instructors will benefit from this involving learning experience.

What You'll Learn:

At the end of the training, you will be able to:

  • Develop a vision, mission and function priorities statement
  • Identify how to use department systems audit tools
  • Identify and use 8 steps in the consulting process
  • Identify when to use 9 types of assessment tools to determine training needs
  • Practice how to gain management's commitment to performance improvement
  • Use a nine-part plan to build alliances and work successfully with line managers and employee
  • Contract for results, not just training activities
  • Identify essential elements of a performance improvement plan
  • Identify techniques to market your training function
  • Keep up to date with new training trends
  • Evaluate how to supervise and develop a training staff using a 100-competency tool
  • Use a budget framework to track training expenses
  • Complete a cost-benefit analysis to demonstrate training's effectiveness
  • Practice ways to anticipate the changing trends in your organization

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