etdf. european training and development federation. berlin 5 & 6th october 2010
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ETDF. European Training and Development Federation.Berlin 5 & 6th October 2010
Last news!!
• Our 45Th congress in La Coruña (Galicia)-
“The happiness at work. The key success of competitive and Sustainability.”
Experts speakers and Universities (Tal Ben Sahar, L. Rojas Marcos, Kim Cameron)More than 600 assistants of around SpainNew experience 2.0. (The first congress ON-Line!)New Congress the next year in Zaragoza.
“The happiness at work. The key success of competitive and Sustainability.”
The ideas are communicated but the feelings are very contagious John H. Zenger
• Ibero-american association of Human Resources promoted from Aedipe Spain.
More information:
www.aedipecentro.org.
• Leonardo Da Vinci- Projects:“Development of International competences and methodology of training for the integration of Immigrant people” •Achieved:
The framework of International Competences The analysis of process the access into the labourmarket of immigration people. Role description of:
- Professional trainer- The labour consultant- The headhunter / recruiter.
The Trainer Handbook.
Next steps: To asses the tools in the next international meeting 17th Nov.To make a pilot test in each country.To analisys the result and to publish the finally tools.To present in the next local congress.
• Master of organizational development and process consultan of HR
•Itamar Rogovsky.•GR Institute of Organizational Development and Aedipe.
Results of Evaluation Metrics in Spain.
Knowledge: to promovethe learning instead of training.
To manage the learningTo manage the training …
To make training under demand.The training like a cost not an investment.No use of the new technologies.
To define a strategy of training in the same way as the global company strategy.To involve all areas of the business.New technologies with the aim to make stronger the process of learning.
Results of q uestionarie from Aedipe Spain.
0
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10
seldom some time often
reaction of the student: what they thought and felt about the training
¡
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seldom some time often
learning: the resulting increase in knowledge or capability
Results of q uestionarie from Aedipe Spain.
0
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4
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10
12
seldom some time often
behavior: extent of behaviour and capability improvement and implementation/application
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10
12
seldom some time often
results: the effects on the business or environment resulting from the trainee's performance (mostly measured by measurable Key Performance Indicators)
Results of questionnaire from Aedipe Spain. If evaluation is not satisfactory / widely used as it should, , why is it poor?
•It’s difficult to evaluate an improvement in the job because the manager don’t involve in the process.
• The tools are not good also the conceptual models
•Some times the quality of the training actions.
•HR department hasn’t tools and time to evaluate it.
•If the evaluation is not satisfactory is because the training not was fit with the necessity of learning, or the trainer was focused only in the contain and not in the students.
• Because the efficiency and efficacy of the evaluation tool.
•It’s difficult to link the results with the results of the company.
Results of questionnaire from Aedipe Spain. . Are the models and techniques we use for evaluation "fit for purpose?“
•Frequently we use it with the aim to finish and complete one process
• Are not enough
• In almost case the enterprise doesn’t evaluate so much the training.
• No
• Yes.
Results of questionnaire from Aedipe Spain. 1. What should be the goal of good evaluation?
• To detect the improvement areas and knowledge of the student
• To evaluate the impact in the business in relation the personal and organization development.
• To show the pay back of the investment.
• TO guaranty the consolidate of the knowledge.
• To observe an improvement of the competencies .
• To measure the changes which has been produced after the training.
• To measure if the student uses this new knowledge and the impact in the results of his/her job.
1st example of evaluation.
Which is the goal of the training?
The contain of the course?
Methodology?
Facilities and material…?
Organization of the course?
The trainer/s?
Efficacy of the training. ?
2nd example of evaluation.
Contain of the course
Time to do it
Level of knowledge achieved
Satisfaction of expectations
Trainers.
Facilities
Methodology
The documentation/ books/
And aplicability of the knowledge…
1st example of POST-TEST
4 open questions:
-Is useful this training for the development of the his/her work.?
-The information is used by the student
-To put note.
-Recommendations about the course.(other time)
2st example of POST-TES
3 closed questions: (to put note)
-Improvement of the knowledge.
-Improvement his/her performance
-General level after the training.