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7) I prefer a 30-20-50 split. You can do a lot of instructionally relevant stuff before the actual training session. For example, you can have the keep a journal related to the training topic, have them talk to their managers on what they would like to apply the skills from training, have them surf the net to collect relevant information, have them design a project, ...
6) Doug Adams - unfortunately the way our organization is structured, there is currently not a mechanizm for Post-training follow-up. We put a lot of effort into the Pre-event and the event itself, but post-event is left to the participant.
5) providing the time for the post-learning
4) My organization includes a learning blog that supports each workshop. The participants write in quesitions, tips, and successes to support each other.
3) I do a pre-assessment test to identify where the gaps are, and a post-assessment test to confirm the gaps have been closed.
2) Rather than creating a job aid, I have the participants create it for themselves. We test it out in the workshop to make sure it is accurate.
1) A proper onboarding process for new employees is critical to their success in any training environment.
Partnering with them during their training is vital, as this gives them a sounding board on how what they are learning is applied in their every day business process in the specific role.
Follow up with them after training to ensure that what was expected is being followed. Allowing for role- playing and demonstration is critical in the evaluation process to ensure that they are able to apply what they learned in a training environment to their real world application.