Outcome risk behavior, handling the situations 2. Purpose of Training Evaluation The five main purposes of training are: It helps in giving feedback to the trainees by defining the objectives and linking it to their learning outcomes and performance. It helps in finding out the relationship between acquired knowledge, transfer of knowledge at the work place, and training Control program:
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Get Access Developing individuals and team Essay Sample As a team leader it is important that I know what is required in order to develop both individuals and teams.
Within this assignment I aim to demonstrate my understanding of the factors involved when leading a team to achieve agreed objectives. I will show how to evaluate the current competencies of my team and how to develop those competencies into building an effective productive unit.
Understand the factors involved in leading a team to achieve agreed objectives: Leadership is an important function of management which helps to maximise efficiency and to achieve organisational goals.
A leader should be A person who initiates the work to be undertaken by communicating the policies and plans in the execution of the workload. Able to motivate individuals and teams to achieve agreed objectives. Able to, not only supervise, but be able to provide guidance for individuals and teams Able to create confidence within the team by explaining to them there role and giving them guidelines on how to achieve targets effectively.
Confidence can also be created by listening to individuals concerns and acting upon them. A person who is able to build and maintain good morale by being as open and honest as possible with the workforce There are many different theories that can be used in achieving all of the above one of which is The Belbin theory- which is used to help develop team types by helping individuals form productive working relationships, to identify certain talents within each team, help in the selection and development of effective and productive teams, to increase self awareness and effectiveness and also to aid in decisions being made regarding recruitment.
This is all achieved by creating and filling roles within the team. If all of these roles can be achieved then this is the basis of a strong, productive team. The Herzberg theory- this theory is used as a motivational aid for both teams and individuals. His theory was developed into a diagram which highlighted the key motivators.
Every organisation, regardless of size, requires clear, concise objectives to be able to serve its purpose and to help it to meet its goals. Any flaw in these objectives leaves the organisation with the inability to move forward and ultimately failure. It is important for each individual within a workforce to have their own, clear, objectives for their own personal development.
This creates greater motivation on a personal front and as key members of a team. Each personal objective should focus on key initiatives.
Individual objectives maintain and promote motivation. Personal objectives will provide the individual with realistic achievable goals which help to promote efficiency. When individuals, within a workforce lack motivation, it has a negative overbearing effect on the organisation reaching its own objectives.
The creation of each and every individual development plan helps to identify both strengths and weaknesses within core skills. This helps to point people in the direction of the best way to achieve goals helping the organisation to develop in a positive way.
In conjunction with that each individual has an important part to play within a team to enable that team to meet its targets which in turn will enable the organisation to achieve its objectives 1. The department I work in within the organisation has a number of daily and weekly targets which need to be met to satisfy consumer demand therefore each manufacturing centre has a morning DDS Daily Directional Setting meeting.
This is to discuss any issues that have affected production over the previous 24 hours i. We then discuss what plans we have to improve efficiency moving forward. This is then escalated to a senior DDS meeting in which the organisational efficiencies as a whole are discussed.
This is also communicated to the team on a daily DDS 1 meeting. Which takes place with the team prior to them starting their shift.
The most effective form of determining the performance issues within a team is strong interaction but within our organisation we have records which can identify trends such as individual training records, sickness records and each individual has a yearly EDR employee development review appendix2 in which the team member sits in a one-to-one discussion with the team leader to air any training development and any other work related issues or concerns they might have.
Understand the current competencies of individuals and teams: Within our organisation the first stage to evaluating a teams performance is via a SIC short interval control chart.
This is a chart which is placed on each line and replaced every 24 hours. This chart enables the operators to record, hourly, what issues they might have had good or bad which have affected production within that team. The team leader checks this every hour to evaluate what support the team may require or issues that need to be addressed.
Following on from that if there are issues with an individuals performance then it is the team leaders responsibility to address this.
If a team fails to make targets that have been set, and that the team has met previously, then this is the first indication that they, as a team, are failing to perform to their full potential. That could be down to an individual within that team or the team as a whole.
The information retrieved from the SIC chart can then be used in conducting competence reviews. Likewise any positive achievements, and ways in which this can be maintained, are discussed and plans formulated. As individuals each team member is invited to a one to one discussion with the team leader on a yearly basis or more often if the need arises.
· evaluation of training and learning These instruments for training and learning evaluation and follow-up were developed by W Leslie Rae MPhil, FITOL, Chartered FCIPD, who is an expert in this field, and author of over 30 books about training and torosgazete.com://torosgazete.com Introduction Kirkpatrick training evaluation model was first introduced by Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin.
He first published his ideas in , in a series of articles in the Journal of American Society of Training Directors. journal of business and management vol.
3, no.1, analysis of training evaluation process using kirkpatrick’s training evaluation model at torosgazete.com Apache/ (Ubuntu) Server at torosgazete.com Port The Four Levels Reaction Learning Behavior Results All about Kirkpatrick In , Kirkpatrick wrote four articles describing the four levels for evaluating training programs.
He was working on his dissertation for a Ph.D. when he came up with the idea of defining evaluation. In this comparative essay I will be comparing The CIPP approach to evaluation and Kirkpatrick’s four levels of training evaluation.
This comparative essay will document the key components, how the evaluations are alike and different, and how they can be employed in my torosgazete.com://torosgazete.com