最新版评断训练的好坏方式绝对实用.pptVIP

Measurement 评断训练的好坏方式 The Training Cycle 训练循环图 Ineffective Training Practices:Before 没有效果的训练: 训练前 Training forced on people (they need to want development) 强迫性的(必需是发於内心的) Training disconnected from strategic thinking and job reality 与策略性思考及工作内容无关 One size fits all. Lack of tailoring to needs 没有因材施教.需要依据每个人不同的需求设计课程. Ineffective Training Practices: During 没有效果的训练: 训练中 We’re only got them for a short while so let’s give them everything we know 填鸭式教学,因为训练的时间通常很短 School teaching models (not adult learning models) 像学校式的教学 (不是成人式的教学方式) Making people feel good (rather than adding value) 只让人感觉很舒服 (而不是增加他们的知识) Ineffective Training Practices:After 没有效果的训练: 训练後 Participants are brought into a classroom, get excited, then return to an environment that doesn’t always match what they have been taught 工作的内容与上课的内容无关 Lack of senior management support 缺乏资深管理阶层人员的支持 No appreciation for critical mass (too few to affect change) 不被大多数的人接受 (太少人不能产生影响) Intermittent and one-shot training 中断或一次性的训练 Evaluation 评估训练课程的成效 Questions We Are Trying To Answer 我们试著要回答以下问题 1. Has the programme satisfied its stated objectives to a major extent? 课程是否有达到原先设想的目标? 2. Has the programme satisfied the personal objectives of the participants to a major extent? 课程是否有满足参加者的个人目标? 3. Is the programme cost time effective to OM? 课程是否对奥美来说是符合时间成本的? 4. Have participants put the learning into effective action on return to work? 学员是否在返回工作岗位之後能够将所学施展出来? Happy Sheets - The Traditional Approach 快乐表 - 传统的方式 At the end of the programme essentially asks participants to rate the session on a five point scale and leave sheet behind on leaving session 在课程结束後,请学员填写一个五点量表,并且请在离开时把填写的问卷留下. Will tell you if participants are unhappy (e.g. the tone is wrong). Almost everything else will be clouded End Of Course Feedback (Moving Beyond Happy-Sheets) 课程结束的回应 (除了快乐表以外) 1. Open questionnaire 自由发挥的问卷 2. Open-question questionnaire 开放式申论题问卷 3. Scoring questionnaires 计分式的问卷 a) Likert scale (喜好度量表) b)