Do you think the trainer impacts the outcome of training?
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Do you think the trainer impacts the outcome of training? If you were to hire a trainer for your organization, what qualities would you look for? What makes a trainer successful in ensuring the students learn? Please share with the class one of the best trainers you saw in action and why they were effective. How does this translate into business success?
Conducting a training need analysis is essential to a successful training. How does one go about conducting a training needs analysis? Who is involved? What is the outcome from the training needs analysis?
How do you decide which training delivery method is the right method for what you are trying to train? What questions would you want to ask to determine the right method? Or do you think any of the different training methods will work for whatever you are trying to teach?
Should you test on the training after it is completed? Why/Why not? What are the benefits of testing for material retention? And... what should you do with the information once you have it?
Do current economic times impact training, training delivery methods, training courses and training budgets? Do you think putting training on hold due to economic or market conditions is a good idea? From a strategic standpoint, is this the time to train or to hold on training? Does the economic outlook change the training paradox?
Does your organizations do a cost and benefit analysis on training? The question is whether or not there is a greater cost or benefit that will result from training or forgoing the training. Is it possible to do a cost benefit analysis (CBA) for a training? If so, how would you go about conducting a CBA for training... what factors would you consider?
What are some of the adult learning styles? As a trainer, what can you do to ensure that you are meeting the needs of all of the different learning styles in a class? Please share an example of a training that you attended and why you felt like it met the needs of everyone in the room. What did the trainer do well? How did it meet with everyone's individual needs?
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Do you think the trainer impacts the outcome of training? If you were to hire a trainer for your organization, what qualities would you look for? What makes a trainer successful in ensuring the students learn? Please share with the class one of the best trainers you saw in action and why they were effective. How does this translate into business success?
Conducting a training need analysis is essential to a successful training. How does one go about conducting a training needs analysis? Who is involved? What is the outcome from the training needs analysis?
How do you decide which training delivery method is the right method for what you are trying to train? What questions would you want to ask to determine the right method? Or do you think any of the different training methods will work for whatever you are trying to teach?
Should you test on the training after it is completed? Why/Why not? What are the benefits of testing for material retention? And... what should you do with the information once you have it?
Do current economic times impact training, training delivery methods, training courses and training budgets? Do you think putting training on hold due to economic or market conditions is a good idea? From a strategic standpoint, is this the time to train or to hold on training? Does the economic outlook change the training paradox?
Does your organizations do a cost and benefit analysis on training? The question is whether or not there is a greater cost or benefit that will result from training or forgoing the training. Is it possible to do a cost benefit analysis (CBA) for a training? If so, how would you go about conducting a CBA for training... what factors would you consider?
What are some of the adult learning styles? As a trainer, what can you do to ensure that you are meeting the needs of all of the different learning styles in a class? Please share an example of a training that you attended and why you felt like it met the needs of everyone in the room. What did the trainer do well? How did it meet with everyone's individual needs?
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Do you think the trainer impacts the outcome of training? If you were to hire a trainer for your organization, what qualities would you look for? What makes a trainer successful in ensuring the students learn? Please share with the class one of the best trainers you saw in action and why they were effective. How does this translate into business success?
Yes, I do believe the trainer significantly affects the outcome of the training. If I were to hire a trainer I would first look for qualities that include his or her skills sets that relate to the information, communication, dedication, coaching, and assessment skills. A trainer can be successful in ensuring students learn when they present information in a clear concise manner that is reflective of the way the individuals learns. The best trainer I saw in action was in one of previous jobs. This individual was a corporate trainer that not only had a passion to teach but take an individual approach to everyone in the class. The trainer used several ways of presenting information that included on-the-job training, visuals, outlines, and assessments. The trainer was effective because he had passion about teaching the positions and his communication style was effective, clear, and concise.
Conducting a training need analysis is essential to a successful training. How does one go about conducting a training needs analysis? Who is involved? What is the outcome from the training needs analysis?
In going about conducting training needs analysis organizations need to first define what the training needs are before they can implement any type of training solutions. After one defines the needs they should identify and assess the instruments that will be most effective for the trainees to understand. Several techniques exist to assist organizations in assessing their needs like focus groups, tests, or interviews. In assessing training needs personnel that are important to any part of the position should be involved in the process. If the organization uses an interview process I would include mostly all personnel that are near to the problem. The outcome of the training needs analysis ...
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