Evaluating Training and Development LO25258

From: VISTAjulie@aol.com
Date: 08/31/00


Replying to LO25254 --

In a message dated 31/08/2000 4:15:19 AM GMT Daylight Time, ilx@execpc.com
writes:

> There is only one purpose for training. To improve the way work is done.

Interesting statement which had me thinking - Mmmmmmmm

I was left wondering what kinds of things had a single simple purpose.
Yet I could see that with a purpose as broad as 'to improve the way work
is done' I could see that a single one would suffice. Personally I prefer
my purposes to have a more although I am not sure what this might look
like for training.
 
I can think of multiple outcomes for training
* teamworking
* new skills
* new knowledge
* wider understanding of the context
* etc........

however all the ones I have thought of so far would all add to the purpose
described of improving the way work is done............

... and yet it would not be enough to inspire and engage me to attend.

The original question was about evaluation of training - my preference is
to make the design of the evaluation part of the overall design process
and work with a small group of potential participants to plan what would
be of value and used afterwards...

I also love open questions
* what will you remember about the training?
* what will you use straight away?
* what was missing - or what questions are you leaving with?
* what seems different about the world now?

etc.......... = gets lots of great data which then has to be synthesised -
fun!!

Julie Beedon
VISTA Consulting Team Limited
(44) 1543 415912 (fax914)

-- 

VISTAjulie@aol.com

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