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Training Skills: - Roles of A Trainer - What A Trainer Should Do Well - Feedback & Evaluation
Training Skills: - Roles of A Trainer - What A Trainer Should Do Well - Feedback & Evaluation
• Roles of a Trainer
• What a Trainer Should Do Well
• Feedback & Evaluation
1
Your Roles as a Trainer
2
3
Planning Role
5
Instructor
• Models or influences
behavior & values
9
Co-Learner
10
What a Trainer Should Do Well
A’s private
intentions B’s private
interpretation
s
Gender Values
Income
Age Birth Order
15
Why do we listen badly?
• Lack of interest
• Criticising speaker’s delivery
• Boring subject, prejudices
• Too long
• 100 things to do
• Hunger, or some other discomfort
• Distractions/noisy environment
16
Your Communication Style
To use your communication style better, or to
adapt it to different audiences,
19
Questioning
• Facilitator uses questions to
help a group identify,
explore, clarify and develop
their understanding, and
also help them decide what
to do
20
Understanding Group Dynamics
Johari’s Window
21
Johari Window
22
Increasing Open Area thru Feedback
23
initial stage
OPEN BLIND
HIDDEN UNKNOWN
25
improved stage
OPEN
---> Ask for Feedback
|
BLIND
|
\/
Disclose and Tell about Self in Public
UNKNOW
HIDDEN
N
26
Figure 2: Large Green Window Pane
What Type of Trainee are You?
27
The Monopolizer
28
The Complainer
• Continually finds
fault with everything
• Is not a problem
solver, but a
problem seeker
29
The Silent One
• Reluctant to participate
30
The Hostile One
• Makes confrontational
remarks
• Attacks (verbal) other
participants or the
facilitator
31
The Negative One
• Dwells on complications,
problems
• Avoids finding solutions or
positive points
32
The Dominator
• Uses humour to
distract or put down
others
35
The Prisoner
• Unhappy
• Restless
• In the session against their will 36
Feedback and Evaluation
37
Feedback
What is it?
Why do we do it?
38
(Formal) Evaluation
39
Results-Based Learning
Efficiency Effectiveness
40
Level of Results
Levels Description Result
I Reaction: What is the participant’s Output
response to the training?
II Learning: What did the participant Output
learn?
III Behaviour Change: Did the participant’s Outcomes
learning affect their behaviour?
IV Organizational Performance: Did Outcomes
participant’s behaviour changes affect
the organization?
V Return on Investment Impact 41
Measures …
Levels Description Measure
I Reaction Satisfaction or
happiness
II Learning Knowledge or skills
acquired
III Behaviour Change Transfer of learning
to workplace
IV Organizational Performance Transfer or impact
on society
42
Evaluation Tools
• Daily Feedback
• Session Feedback
• End-of-Course Evaluation
• Post-course Evaluation
• Research
43
SIAP’s Evaluation Framework
GOVERNING COUNCIL
Directives for
Education Strategy
Training Organization
Strategic
Strategy
Plan
Evaluation
Diagnostic
Exams/Tests Grading Sheet
Test
Exams/Tests
Exams/Tests
Pre-Course After-Course
Expectation Evaluation
Evaluation
Forms
Alumni
Survey
PARTICIPANTS
Course Info
Request
44
Clients Survey
SENDING NATIONAL STATISTICAL ORGANIZATIONS