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Provided by: Business Performance Pty Ltd Using Training to Improve Workplace PerformanceTraining, Instruction and Documentation |
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Training
Provided by Business Performance Pty Ltd
Many organizations implement expensive training initiatives only to find that the expected benefits do not materialize. Whether you are an experienced or novice training professional or manager, this program will give you all that you need to get more impact from your workplace training initiatives and to objectively measure that impact. Learn proven strategies and techniques for finding performance roadblocks, aligning training to real needs, developing training partnerships, engaging learners and transferring learning to the workplace.
And when your workplace training intervention is finished, this program will walk you through selecting the most appropriate measurement method, isolating the impact of training from other factors and presenting your evaluation report professionally and persuasively. To get you applying your learning immediately, the program is packaged with over 20 customizable Microsoft Word and Excel templates, guides and forms that you will use in all your improvement and evaluation activities.
Learn how to act strategically by:
* fashioning the right workplace environment for effective skills transfer
* developing powerful stakeholder partnerships
* identifying your organizationa s key workplace performance enhancers and inhibitors
* adopting a structured approach to needs analysis, program development and implementation
* focusing on high impact activities before, during and after training
Related Jobs or Careers: managers, supervisors, change managers, change leaders, program managers, project managers, trainers, facilitators, instructiona
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Using Training to Improve Workplace Performance
1 Introduction
1. 1 Training in Today s Organizations
1. 2 Getting More Impact from Training
1. 3 Who Will Benefit from This Book
2 Laying the Foundations
3 The Importance of the Workplace Environment
4 Two Views of Training
5 The PRACTICE Approach
5. 1 What Practice Means
5. 2 Procedures
5. 2.1 Procedural Document Types
5. 2.2 Harassment Prevention Example
5. 2.3 Procedure Writing Tips
5. 2.4 Inventory Management System Example
5. 2.5 Lessons for Ensuring Training Impact
5. 2.6 Working in Teams Example
5. 3 Roles and Responsibilities
5. 3.1 Thinking about Change
5. 3.2 Role Description Format
5. 3.3 Task, Key Result Area and Role Analysis
5. 3.4 Clarifying Performance Expectations
5. 3.5 Harassment Prevention Example
5. 3.6 Working in Teams Example
5. 4 Aids on the Job
5. 4.1 From Training Program to the Job
5. 4.2 Types of On-The-Job Aids
5. 4.3 Examples of Application
5. 5 Coaching
5. 5.1 Planning for Coaching
5. 5.2 The Coaching Role
5. 5.3 Essential Coaching Skills
5. 5.4 Examples of Application
5. 6 Targets
5. 6.1 Identifying Workplace Objectives
5. 6.2 Examples of Application
5. 6.3 Focusing Employees on the Targets
5. 6.4 Defining Employee Behaviors and Learning Outcomes
5. 6.5 Constructing an Impact Map
5. 6.6 Defining Learning Outcomes for Individuals
5. 7 Incentives
5. 7.1 Internal and External Motivation
5. 7.2 Using External Motivators to Maximize Skill Application
5. 7.3 Principles Underpinning an Effective Incentive Scheme
5. 7.4 Types of External Rewards
5. 7.5 Driving Counterproductive Behaviors
5. 7.6 Examples of Application
5. 8 Communication
5. 8.1 Formulating a Program Communication Plan
5. 8.2 Communicating Effectively with Stakeholders
5. 9 Engagement
5. 9.1 Types of Engagement
5. 9.2 Before Training
5. 9.3 During Training
5. 9.4 After Training
6 Integrating the Elements
6. 1 Taking a Project Management Approach
6. 2 Managing Small Programs
6. 3 Managing Larger Programs
7 The Training Partnership
7. 1 Identifying Key Stakeholders
7. 2 Creating and Nurturing Partnerships
8 Evaluating Training Programs
9 Measuring Reaction
9. 1 Gathering Reaction Data
9. 2 Analyzing and Reporting Results
10 Measuring Learning
10. 1 Trainee Assessment or Program Evaluation?
10. 2 Selecting an Assessment Method
10. 3 Conducting an Assessment
10. 4 Selecting the Assessor and Location
10. 5 Analyzing and Reporting Results
11 Measuring Behavior
11. 1 Setting the Scene
11. 2 Selecting Data Sources and Gathering Data
11. 3 Selecting the Timing and the Evaluator
11. 4 Analyzing and Reporting Results
12 Measuring Results
12. 1 Why Measure Results?
12. 2 Isolating the Effects of Training
12. 3 Trend Line Method
12. 4 Control Group Method
12. 5 Matched Pairs Method
12. 6 Selecting a Method
12. 6.1 Method Selection Table
12. 6.2 Isolating Psychological Factors
12. 6.3 Measuring Intangibles
12. 7 Estimating the Impact of Training
12. 8 When Not to Isolate the Impact of Training
13 Measuring Return on Investment (ROI)
13. 1 What Is ROI and Why Calculate ROI?
13. 2 Converting Benefits to Monetary Amounts
13. 3 Determining the Benefit Period
13. 4 Calculating Training Program Costs
13. 5 Is Training Really an Investment?
13. 6 Other Methods for Calculating Financial Return
13. 6.1 Benefit to Cost Ratio
13. 6.2 Payback Period
13. 6.3 Net Present Value
13. 7 Measuring Financial Returns in Context
14 Program Evaluation Planning and Reporting
14. 1 Planning for Evaluation
14. 2 Reporting Evaluation Results
15 In Conclusion
This program is packaged with a comprehensive set of reusable and customizable tools and templates for all of your improvement and evaluation activities.
Program resources include:
* wall charts and handy reckoners
* trainer and training participant forms
* plan proformas
* checklists
* questionnaires and survey forms
* analysis worksheets
* reporting templates
1. 1 Training in Today s Organizations
1. 2 Getting More Impact from Training
1. 3 Who Will Benefit from This Book
2 Laying the Foundations
3 The Importance of the Workplace Environment
4 Two Views of Training
5 The PRACTICE Approach
5. 1 What Practice Means
5. 2 Procedures
5. 2.1 Procedural Document Types
5. 2.2 Harassment Prevention Example
5. 2.3 Procedure Writing Tips
5. 2.4 Inventory Management System Example
5. 2.5 Lessons for Ensuring Training Impact
5. 2.6 Working in Teams Example
5. 3 Roles and Responsibilities
5. 3.1 Thinking about Change
5. 3.2 Role Description Format
5. 3.3 Task, Key Result Area and Role Analysis
5. 3.4 Clarifying Performance Expectations
5. 3.5 Harassment Prevention Example
5. 3.6 Working in Teams Example
5. 4 Aids on the Job
5. 4.1 From Training Program to the Job
5. 4.2 Types of On-The-Job Aids
5. 4.3 Examples of Application
5. 5 Coaching
5. 5.1 Planning for Coaching
5. 5.2 The Coaching Role
5. 5.3 Essential Coaching Skills
5. 5.4 Examples of Application
5. 6 Targets
5. 6.1 Identifying Workplace Objectives
5. 6.2 Examples of Application
5. 6.3 Focusing Employees on the Targets
5. 6.4 Defining Employee Behaviors and Learning Outcomes
5. 6.5 Constructing an Impact Map
5. 6.6 Defining Learning Outcomes for Individuals
5. 7 Incentives
5. 7.1 Internal and External Motivation
5. 7.2 Using External Motivators to Maximize Skill Application
5. 7.3 Principles Underpinning an Effective Incentive Scheme
5. 7.4 Types of External Rewards
5. 7.5 Driving Counterproductive Behaviors
5. 7.6 Examples of Application
5. 8 Communication
5. 8.1 Formulating a Program Communication Plan
5. 8.2 Communicating Effectively with Stakeholders
5. 9 Engagement
5. 9.1 Types of Engagement
5. 9.2 Before Training
5. 9.3 During Training
5. 9.4 After Training
6 Integrating the Elements
6. 1 Taking a Project Management Approach
6. 2 Managing Small Programs
6. 3 Managing Larger Programs
7 The Training Partnership
7. 1 Identifying Key Stakeholders
7. 2 Creating and Nurturing Partnerships
8 Evaluating Training Programs
9 Measuring Reaction
9. 1 Gathering Reaction Data
9. 2 Analyzing and Reporting Results
10 Measuring Learning
10. 1 Trainee Assessment or Program Evaluation?
10. 2 Selecting an Assessment Method
10. 3 Conducting an Assessment
10. 4 Selecting the Assessor and Location
10. 5 Analyzing and Reporting Results
11 Measuring Behavior
11. 1 Setting the Scene
11. 2 Selecting Data Sources and Gathering Data
11. 3 Selecting the Timing and the Evaluator
11. 4 Analyzing and Reporting Results
12 Measuring Results
12. 1 Why Measure Results?
12. 2 Isolating the Effects of Training
12. 3 Trend Line Method
12. 4 Control Group Method
12. 5 Matched Pairs Method
12. 6 Selecting a Method
12. 6.1 Method Selection Table
12. 6.2 Isolating Psychological Factors
12. 6.3 Measuring Intangibles
12. 7 Estimating the Impact of Training
12. 8 When Not to Isolate the Impact of Training
13 Measuring Return on Investment (ROI)
13. 1 What Is ROI and Why Calculate ROI?
13. 2 Converting Benefits to Monetary Amounts
13. 3 Determining the Benefit Period
13. 4 Calculating Training Program Costs
13. 5 Is Training Really an Investment?
13. 6 Other Methods for Calculating Financial Return
13. 6.1 Benefit to Cost Ratio
13. 6.2 Payback Period
13. 6.3 Net Present Value
13. 7 Measuring Financial Returns in Context
14 Program Evaluation Planning and Reporting
14. 1 Planning for Evaluation
14. 2 Reporting Evaluation Results
15 In Conclusion
This program is packaged with a comprehensive set of reusable and customizable tools and templates for all of your improvement and evaluation activities.
Program resources include:
* wall charts and handy reckoners
* trainer and training participant forms
* plan proformas
* checklists
* questionnaires and survey forms
* analysis worksheets
* reporting templates
About The Training Provider: Business Performance Pty Ltd
Business Performance Pty Ltd - Established in 2003, Business Performance Pty Ltd provides business and management coaching services globally. Coaching services are delivered in a range of business areas, from change management, strategy and planning, web development and marketing to employee development and management and career coaching. All services are provided by highly experienced trainers and coaches specializing in...
