Wednesday, April 24, 2019

Kirkpatrick Quick Tip #37

If your needs analysis reveals the need to build knowledge or skill in your target audience, training will likely be the intervention of choice.

Before you pop open your laptop and start designing learning objectives, read this quick tip to make your training as impactful as possible

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Don Kirkpatrick made his final formal presentation to over 800 training professionals at the ASTD International Conference & Expo in May. The enthusiastic crowd shared laughs and shed a few tears as Don led the group in singing his famous Trainer’s Song, and talked about his wife, Fern.

We invite everyone to leave a comment for Don. To do so, log in to the site.

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Kirkpatrick Quick Tip #36

When initiatives are not performing as expected, there is typically disagreement about the purpose and role of training. The same can hold true for the entire learning and development function or department. 

In these cases, it is wise to bring the training and development team together to discuss these issues until consensus is reached. We highly recommend decisions based on “training effectiveness” rather than “effective training”.  

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Kirkpatrick Quick Tip #35

This week we continue the quick tip series entitled "Avoid the Allure of Training Activity".

Formal training is often prescribed without much thought to the cause of on the job performance issues. Unfortunately, training is not going to solve the majority of these problems.

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Kirkpatrick Quick Tip #34

By Iris Nunn

Learning and Performance professionals are encouraged to use the Training Value Questionnaire to ensure value is the result of a strategic initiative, typically one that is training-based.

The Training Value Questionnaire identifies:

  • Targeted Return on Expectation(ROE) (Kirkpatrick, 2009), business need and desired results
  • How training will be reinforced and supported on the job by business partners
  • What is required to achieve results in addition to training.

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 Kirkpatrick Quick Tip #33

The Kirkpatricks often see people confusing training goals with organizational goals.

Organizational goals are the highest mission and purpose of an organization. An example in a for-profit company is meeting client needs with the right products at the right time, in a way that is profitable for the company.

In a not-for-profit organization, the goal is usually the reason the organization was created. For example, to ensure a clean water supply, save lives, or manage the financial resources of the country for the most good.

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Kirkpatrick Quick Tip #32

Much of what learning professionals do does not directly contribute to business or mission value.



This happens despite the best of intentions; the training department receives a request for training from the business, and works very hard to fulfill it. Unfortunately, business partners may not always be skilled in assessing the appropriate training and performance needs, and the organization goes down the wrong path.

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Kirkpatrick Quick Tip #31

When people return to the job after training, do they find a welcome environment to try out their new knowledge and skills?



Listen to this five minute podcast for tips on how to increase the likelihood of this happening.

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