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Coordinating & Evaluating Training Needs

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  • 0:03 Coordination of Training
  • 1:26 Tracking Results
  • 3:41 Lesson Summary
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Lesson Transcript
Instructor: Steven Monroe

Steve holds a Ph.D. in Education and works as the Regional Training Director for Airgas, LLC and Adjunct Professor at Western Washington University.

All successful businesses provide training for employees. This lesson will focus on employee training and the importance of both its coordination and methods for evaluating results.

Coordination of Training

A company decides to hold a training class for its employees. Specifically, a class teaching effective customer service techniques for sales people. The corporate trainer, or person assigned to teach the customer service class, has a lot of work to do in terms of coordination and delivery of the course. Let's follow the trainer as he or she coordinates this activity.

Once the trainer knows how many trainees will attend the class, he or she will order or print out enough materials (such as participant guides and other handouts) for everyone attending. Many trainers keep extra materials on hand just in case someone shows up to participate at the last minute.

Classroom set up is usually left to the preference of the trainer. Some trainers are fine with a 'row after row' set up like most high schools use; other trainers prefer to use a u-shape classroom set up to better encourage conversation between participants. The sense of intimacy created by the u-shape set up also encourages greater interaction, since the trainer is able to move from person to person and engage face to face.

If a class is going to go all day, the trainer will need to coordinate lunch, or lunches, if the class lasts for more than one day. Sometimes, companies use caterers but that can be expensive, so the trainer might order lunch from a restaurant that delivers or ask an assistant to go to a sandwich shop and pick up a large order of subs, chips, and sodas for the class. The last two examples are the much less expensive options.

Tracking Results

As you might have guessed from the preparation we've discussed, setting up and running a training class can be very expensive. Therefore, the company will want to know if it was worth the money spent sending employees to the training class, feeding them, and in some cases, putting them up in hotels, if needed. Management wants to ensure the employees learned something, having spent valuable work time in the classroom with the trainer. The best way to find out if the training stuck, and made it worth the time and the expense, is to survey the employee(s) and their supervisor(s) using survey tools and observation.

Survey Tools

Survey tools are a way a company can ask employees their thoughts and opinions on anything they are interested in knowing. For example, some questions might focus on how employees feel their work is going or if they are happy with the company. They also might focus on whether employees feel like they can take what they learned in training and easily implement it into their work. Surveys are a valuable feedback tool and can be performed either on paper or electronically, using email or online survey software, like Survey Monkey.

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