أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
I would recommend the trainer to use one of the following techniques :
Behavior Modeling, Case Study or Scenario, Demonstration, Discussion, Field Trip or Observation, Film, Video, or Skit, Games, Exercises, Structured Experiences, In-Basket Exercises, Information Search, Inquiry-Oriented Discussion, Interview, Jigsaw Learning or Teaching Learning Team, Learning Tournament, Study Groups, Tests .
This will help you as a trainer to evaluate and asses if training was or is comprehended.
By distribute a statement as questionnaire about SWOT analysis to fill by trainees participants to explain how they got benefits from the session and measure concept.
It depends on what is your intention with the measurement:
- should you measure the understanding and remembering, then a an end test is one of the easiest tools
- should you measure the gained skills, then you could give different tasks, case studies, small projects etc. at different periods after course ending
- should you measure the participant capability to apply the learning into day-to-day business, then you could agree prior to the learning event with his/her manager an action plan to be filled during the course and implemented in a set period of time after the training. In this case, the participant's manager is actively involved in his/her subordinate development.
you check the audience's feedback by doing a feedback paper and ask them what they thought about it and what did they get from it.
There after the end of the session to assess and evaluate the impact of training to be signed direct manager to make sure the impact of training on the employee and the extent of benefit to the employee and those around him. From rest of the fellows
