Training for Computer Software Trainers
21/07/10 14:59
Many trainers get to become trainers because they are
good at the subject they are training. This is often
the case with training of technical skills, and would
be true of computer software. Some people are naturals
when it comes to coaching and encouraging others. Some
are not. Whether you are a natural teacher or if
learners ‘try your patience’, learning the principles
of adult learning and the tools of the trainer will go
a long way to helping you enjoy the teaching
experience. You will also achieve the satisfaction of a
good learning outcome.
We recently had an opportunity to combine the skills and material we have running ‘train the trainer’ courses, with the experience some of us have of teaching computer literacy. The outcome has been a ‘train the trainer course for computer software trainers’. The course has been refined over several months of application and we now have a product that is ‘tailor made’ for those who, on a full time basis or as part of their regular functions, impart their computer software skills to others. We welcome enquiries as to how we can work with your Organisation, or for the possibility of a pubic course.
For details of the learning outcomes for this course follow this link.
We recently had an opportunity to combine the skills and material we have running ‘train the trainer’ courses, with the experience some of us have of teaching computer literacy. The outcome has been a ‘train the trainer course for computer software trainers’. The course has been refined over several months of application and we now have a product that is ‘tailor made’ for those who, on a full time basis or as part of their regular functions, impart their computer software skills to others. We welcome enquiries as to how we can work with your Organisation, or for the possibility of a pubic course.
For details of the learning outcomes for this course follow this link.
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Training Needs Analysis (TNA) or Development Needs Analysis (DNA)?
29/03/10 17:52
Some years ago I was put in charge of the training
function of a large manufacturing company. They already
had a Training Manager so I had to come up with a job
title that was a bit different. Since my role, apart
from managing the training function, was to look at the
future H.R. needs of the organisation, introduce a
Manpower Plan and develop people for future roles, I
chose the title Human Resource Development Manager. I
had never seen the title before then, but over the
years it became popular. Training sounds a bit
restrictive, development sounds more future oriented
and creative and I am sure better describes the role.
In recent years Learning has become a popular word in
training circles and Learning Advisors, Learning and
Development Managers etc are replacing Training
Managers in many organisations.
Training Needs Analysis seems to have stood the test of time when referring to the process of finding out, in advance of training, who and what should be trained. Is this term accurate I wonder? What about Development Needs Analysis? (could be abbreviated to DNA) This would suggest a more proactive, forward looking approach. And of course, since training is not always the solution, what about broadening it to Performance Improvement Needs Analysis? (PINA?)
I suspect it will be Training Needs Analysis for some time to come.
Training Needs Analysis seems to have stood the test of time when referring to the process of finding out, in advance of training, who and what should be trained. Is this term accurate I wonder? What about Development Needs Analysis? (could be abbreviated to DNA) This would suggest a more proactive, forward looking approach. And of course, since training is not always the solution, what about broadening it to Performance Improvement Needs Analysis? (PINA?)
I suspect it will be Training Needs Analysis for some time to come.
Reflection
26/02/10 15:37
Our 2009 year-at-a-glance calendar had a picture of a
gannet navigating through an approaching storm. We’ve
all felt the effect of that storm to some measure and
it’s time to reflect on the lessons learnt, the
opportunities gained or lost and how we can make the
most of our new environment. This year our calendar
depicts reflection through the beauty of our New
Zealand mirror lakes.
On the back of the calendar we show the dates of our scheduled public courses:
IMPACT! Training for Trainers, ON-JOB Training, LEADERSHIP Skills for Supervisors, Introduction to TEAM LEADERSHIP, TEAMWORK, FOOD SAFETY, HEALTH and SAFETY, Unlocking Business COMMUNICATION, Essential COMMUNICATION Skills and COMMUNICATING with CUSTOMERS
We have a few of these laminated A4 sized year-at-at-glance calendars left. If you would like one, please use our 'contact us' page to email your Name, Job Title, Company and Company Address. We will post one to you, subject to availability.
On the back of the calendar we show the dates of our scheduled public courses:
IMPACT! Training for Trainers, ON-JOB Training, LEADERSHIP Skills for Supervisors, Introduction to TEAM LEADERSHIP, TEAMWORK, FOOD SAFETY, HEALTH and SAFETY, Unlocking Business COMMUNICATION, Essential COMMUNICATION Skills and COMMUNICATING with CUSTOMERS
We have a few of these laminated A4 sized year-at-at-glance calendars left. If you would like one, please use our 'contact us' page to email your Name, Job Title, Company and Company Address. We will post one to you, subject to availability.
Supervisor Training - applying the learning after attending a public course
06/08/09 12:00
One of the benefits of internal/in house supervisor
training is that you can implement it as part of a
process of performance improvement. By this I mean it
could be integrated into performance appraisal,
coaching, productivity improvement projects,
administrative support, presentations etc.
It’s a bit harder to do this when supervisors are sent to a public/external course, but it’s not impossible. If you want to get the most from supervisors attending public courses, discuss the expected outcomes with the course providers and arrange for pre course briefings and post course implementation and reviews.
It is our desire that delegates do not simply enjoy our courses (which they do). We want them to implement the skills and insights gained from participation. To this end we have developed a few add-ons to our Leadership Skills for Supervisors course - assignments, coaching etc. We offer most of these for no additional cost to clients. Some that will involve us in ongoing support will carry a reasonable fee.
There are off course some decided benefits to public courses. One is that there is less likelihood of participants being called away to attend urgent(?)issues. Another is that delegates benefit immensely from interacting with participants from diverse working environments.
Contact us if you would like to know more about our Leadership Skills for Supervisors course and the added value add-ons (plug-ins for the computer minded)
It’s a bit harder to do this when supervisors are sent to a public/external course, but it’s not impossible. If you want to get the most from supervisors attending public courses, discuss the expected outcomes with the course providers and arrange for pre course briefings and post course implementation and reviews.
It is our desire that delegates do not simply enjoy our courses (which they do). We want them to implement the skills and insights gained from participation. To this end we have developed a few add-ons to our Leadership Skills for Supervisors course - assignments, coaching etc. We offer most of these for no additional cost to clients. Some that will involve us in ongoing support will carry a reasonable fee.
There are off course some decided benefits to public courses. One is that there is less likelihood of participants being called away to attend urgent(?)issues. Another is that delegates benefit immensely from interacting with participants from diverse working environments.
Contact us if you would like to know more about our Leadership Skills for Supervisors course and the added value add-ons (plug-ins for the computer minded)
Train the trainer makes an impact
25/03/09 18:00
How do you evaluate the effectiveness of your training?
One of the best known frameworks for distinguishing
between different types of evaluation comes from Donald
Kirkpatrick. He constructed a four level hierarchy of
evaluation, each of which is relevant and provides
useful information to measure the success of a training
intervention.
At level 1 learner reaction to the training is measured, at level 2 learning during the course is assessed. Level 3 measures behaviour change back on the job and level 4 evaluation deals with the impact the training has on the organisation. This is the difficult one to measure, but it’s not impossible.
Those who attend an Impact training for trainers course regularly give us great feedback on what they think of the course (level 1) and demonstrate their new skills by presenting during and at the end of the course. (level 2) They and their managers report improved approaches to course development and presentation. (level 3) As for level 4, we as training consultants are not called upon to undertake before and after impact studies, and most people don’t, so we cant say.
Trainers, like teachers are in a unique position to impact the people in their care, and well trained staff are undoubtably having an impact on their organisations.
I would love to hear, and report in this blog, how some trainers have gone about measuring and documenting the success of their training interventions.
At level 1 learner reaction to the training is measured, at level 2 learning during the course is assessed. Level 3 measures behaviour change back on the job and level 4 evaluation deals with the impact the training has on the organisation. This is the difficult one to measure, but it’s not impossible.
Those who attend an Impact training for trainers course regularly give us great feedback on what they think of the course (level 1) and demonstrate their new skills by presenting during and at the end of the course. (level 2) They and their managers report improved approaches to course development and presentation. (level 3) As for level 4, we as training consultants are not called upon to undertake before and after impact studies, and most people don’t, so we cant say.
Trainers, like teachers are in a unique position to impact the people in their care, and well trained staff are undoubtably having an impact on their organisations.
I would love to hear, and report in this blog, how some trainers have gone about measuring and documenting the success of their training interventions.
Safety training starts in the home
17/01/09 21:55
The TV news has been full of fires lately, tragically
some of them have been house fires, resulting in loss
of life.
We do a fair amount of health and safety training in industrial/commercial environments and we always relate what we are teaching to both the work and the home environment. It is interesting however, that whilst people can see the relevance and application and may even be committed to safety in the workplace, they are often not so studious in the home.
With this in mind, during this last year, I decided to put my money where my mouth is and upgrade my safety systems around the home. I started with buying a domestic fire extinguisher, followed up by a few more smoke alarms, of both types, and more recently as part of my Christmas stocking to myself, I bought a residual current device for use with my power tools.
Perhaps a training workshop, dedicated specifically to health and safety around the home, wouldn’t go amiss. Reduced absenteeism would surely justify a few hours of company time, not to mention the spin off of heightened safety awareness in the workplace. And then of course there is the thought that one may be saving at least one family from the trauma of the loss of a loved one. Give us a call and we can put something together for your work teams.
We do a fair amount of health and safety training in industrial/commercial environments and we always relate what we are teaching to both the work and the home environment. It is interesting however, that whilst people can see the relevance and application and may even be committed to safety in the workplace, they are often not so studious in the home.
With this in mind, during this last year, I decided to put my money where my mouth is and upgrade my safety systems around the home. I started with buying a domestic fire extinguisher, followed up by a few more smoke alarms, of both types, and more recently as part of my Christmas stocking to myself, I bought a residual current device for use with my power tools.
Perhaps a training workshop, dedicated specifically to health and safety around the home, wouldn’t go amiss. Reduced absenteeism would surely justify a few hours of company time, not to mention the spin off of heightened safety awareness in the workplace. And then of course there is the thought that one may be saving at least one family from the trauma of the loss of a loved one. Give us a call and we can put something together for your work teams.
