From OrganicDesign Wiki
The ultimate goal of training is to transfer knowledge. The outcome of successful training is to produce measurable improvement. Plan, Do, Check, Act
Problem: Solution:
- organization, people
- training, training
- operational, tools
Course material is holistic and refines through use and feedback in the field like all the concepts and content in the network. The teacher is responsible for learning the content and helping to refine it through use in the lessons by giving feedback to the content management role, as well as providing the Contact manager with basic information on existing Workshops.
combine seminars, training, education, learning
differentiate?
Feature Request→Features→Training
Suits want to see ROI from learning.
1 Feedback
http://www.managementhelp.org/trng_dev/evaluate/evaluate.htm
Evaluation is often looked at from four different levels (the "Kirkpatrick levels") listed below. Note that the farther down the list, the more valid the evaluation.
a) Reaction - What does the learner feel about the training?
b) Learning - What facts, knowledge, etc., did the learner gain?
c) Behaviors - What skills did the learner develop, that is, what new information is the learner using on the job?
d) Results or effectiveness - What results occurred, that is, did the learner apply the new skills to the necessary tasks in the organization and, if so, what results were achieved?
- smile sheet
- knowledge transfer (test)
- behavior change (observe changes made on job)
- change made? (measure)
- ROI did it move the needle, KISS, performance is key
2 Training Software
- Articulate
- SCORM Compliant
- SICC compliant
