Why Attend This Training Course?

However most people know that trainings can be of great benefits, sometimes it can also be hard to prove those benefits. Specific topics, for instance, sales training or time management might have direct and tangible benefits; while other ones, like communication or leadership, might have benefits that are a bit risky for organizations and individuals to put a penny value on. In this training program, participants will learn about the various ways to evaluate and appraise training progress, and acknowledge the use of those results in order to demonstrate the results that arise while training.

What Is The Training Course Methodology?

ACAD Corp’s methodology depends on enabling participants to interact and exchange experiences, explore their competencies and achieve their career aspirations, using forward-thinking training arts, such as Theoretical Lectures, Workshops, Open discussion to exchange opinions and experiences, Scenarios, innovative thinking brainstorming and teamwork, Role-play and simulation, and Audiovisual tools and materials. Participants will receive an agenda including training material as a reference, in addition to some extra notes and booklets. Training material will be presented in English and Arabic.

Who Should Attend This Training Course?

This training course is designed for all HR, training and line managers responsible for drafting the strategy and monitor their application, who are involved in monitoring performance across the strategic objectives.

What Are The Training Course Objectives?

• Understand Kolb’s learning styles and learning cycle

• Understand Kirkpatrick’s levels of evaluation

• Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals

• Understand when to use each type of evaluation tool

• Be able to perform a needs assessment

• Know how to write learning objectives and link them to evaluation

• Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond

• Know how to identify the costs, benefits, and return on investment of training

• Be familiar with the parts of a business case

What Is The Training Course Curriculum?

Kolb’s Learning Styles

• The four-stage process

  • Accommodator

  • Diverger

  • Converger

  • Assimilator

• Kirkpatrick’s Levels of Education

• Level One: Reactions

• Level Two: Learning

• Level Three: Behavior

• Level Four: Results

Types of Measurement Tools

• Goal setting

• Self-evaluations

• Peer evaluations

• Supervisor evaluations

• High-level evaluations

• Focusing the training

• Performing a needs assessment

• Creating learning objectives

• Drilling down into content

Creating an Evaluation Plan

• What will we evaluate?

• When will the evaluation be completed?

• How will we evaluate it?

• Who will perform the evaluation?

• Assessing learning before training

• Workplace observation

• Objectives assessment

• Pre-assignments and pre-tests

Assessing Learning

• During training

• Reviewing learning objectives

• Performing hip-pocket assessments

• Quizzes and tests

• Skill assessments

• After training

• Evaluation timelines

• Learning journal

• Goal setting

• Additional methods of evaluation

Calculating The Return on Investment (ROI)

• A basic ROI formula

• Identifying and measuring tangible benefits

• Identifying and measuring intangible benefits

• Calculating total costs

• The long term view

• Creating a long-term evaluation plan

• Methods of evaluation

• Making a business case