Please enlighten me regarding " the Problems and Prospects in the transfer of learning to workplace" in the Indian context. (-with reference to manufacturing & service industry)
I need help in making a survey questionnaire to make the above refered study.
From India, Bangalore
I need help in making a survey questionnaire to make the above refered study.
From India, Bangalore
The main problem is implementation. What all things are taught in training are implemented in totally different way when need to be used live.
For eg. I was working in a BPO, things taught to me in training and their use on the floor was totally different. The trainer had different views from the team leaders.This actually confuses and takes time and acts as a barrier.(MAY BE)
From India, Mumbai
For eg. I was working in a BPO, things taught to me in training and their use on the floor was totally different. The trainer had different views from the team leaders.This actually confuses and takes time and acts as a barrier.(MAY BE)
From India, Mumbai
Questions that could form the basis of a transfer of training survey are:
* Did instructional designers, trainers and line managers work together in partnership or was work on the program done in isolation with little collaboration?
* Were non-training solutions seriously considered or was a training request received and an off-the-shelf solution delivered?
* Were training outcomes stated in behavior and performance terms or were outcomes unstated or stated in fuzzy terms?
* Were training objectives tied to stated organizational objectives or were they left floating in the organizational ether?
* Were managers and supervisors actively involved before, during and after the program or was the program divorced from the employee's day to day work?
* Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?
* Were new procedures and role expectations clearly communicated to employees or were they left wondering why they were nominated for the program?
* Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?
* Was the training integrated with a well thought-out and implemented change or improvement program, or was the training a single point "silver bullet" solution?
* Did you measure the organizational impact of the program or rely solely on "happy sheets" for feedback?
You can find out more at:
http://www.businessperform.com/html/..._training.html
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
6* Did instructional designers, trainers and line managers work together in partnership or was work on the program done in isolation with little collaboration?
* Were non-training solutions seriously considered or was a training request received and an off-the-shelf solution delivered?
* Were training outcomes stated in behavior and performance terms or were outcomes unstated or stated in fuzzy terms?
* Were training objectives tied to stated organizational objectives or were they left floating in the organizational ether?
* Were managers and supervisors actively involved before, during and after the program or was the program divorced from the employee's day to day work?
* Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?
* Were new procedures and role expectations clearly communicated to employees or were they left wondering why they were nominated for the program?
* Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?
* Was the training integrated with a well thought-out and implemented change or improvement program, or was the training a single point "silver bullet" solution?
* Did you measure the organizational impact of the program or rely solely on "happy sheets" for feedback?
You can find out more at:
http://www.businessperform.com/html/..._training.html
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
RADHAKRISHNA
HERE ARE SOME QUESTIONS.
THEY ARE NOT IN ANY ORDER, THEY ARE JUST FROM
THE TOP OF MY HEAD.
QUESTIONS
*in your opinion , what is the process of effective training?
*how do you measure the effectiveness ?
*what is your expected results of an effective training?
*in your opinion, what are the organizational barriers to effective training?
*IN YOUR OPINION, WHAT ARE THE PERSONAL BARRIERS
TO EFFECTIVE TRAINING
-LACK OF CONFIDENCE
-JOB RELATED ANXIETY
-DEPRESSION OF SOME NATURE
-LACK OF INTEREST
-STRESS RELATED PROBLEMS
-LACK OF COMMITMENT
*in your opinion, what are the trainees' barriers to effective training
*in your opinion, what are the trainers' barriers to effective training
*in your opinion, what are the training method's barriers to effective training
*in your opinion, what are the training process's barriers to effective training
*in your opinion, what are the training methods' barriers to effective training
*in your opinion, what are the training location's barriers to effective training
*in your opinion, is the lack of effective communication before the training
session barriers to effective training
*in your opinion, is the lack of effective communication during the training
session barriers to effective training
*in your opinion, is the lack of effective communication after the training
session barriers to effective training
*in your opinion, is the lack of effective feedback during the training
session barriers to effective training
*in your opinion, is the lack of effective feedback after the training
session barriers to effective training
*in your opinion, is the lack of effective trainer's deivery during the training
session barriers to effective training
*in your opinion, is the lack of follow up after the training
session barriers to effective training
*in your opinion, is the lack of line management follow up after the training
session barriers to effective training
*in your opinion, is the lack of sufficient resources for the training
session barriers to effective training
*in your opinion, is the lack of descriptive language during the training
session barriers to effective training
*in your opinion, is the lack of motivational feedback during the training
session barriers to effective training
*in your opinion, is the lack of formative feedback during the training
session barriers to effective training
*in your opinion, is the lack of verbal skills of the trainees
barriers to effective training
*in your opinion, is the lack of active listening of the trainees'
barriers to effective training
*in your opinion, is the lack of corporate objectives/strategy
barriers to effective training
*in your opinion, is the lack of training objectives/strategy
barriers to effective training
*in your opinion, is the conflict of interest[ trainees and trainer]
barriers to effective training
*in your opinion, is the lack of management interest in training
barriers to effective training
*in your opinion, is the lack of management particpation/support
barriers to effective training
*in your opinion, is the lack of implementation of training plan
barriers to effective training
*in your opinion, do you identify all the essential components of
an effective training planning
*in your opinion, do you think your training planning includes
the impact of company vision , mission, objectives and strategies.
*in your opinion, do you evaluate the training with respect
-training materials
-trainees
-trainer
-impact on the job
-impact on the business
* in your opinion, do you evaluate the training
-just after the training program
-one month after the program
-six months after the program
*do you identify individual barriers to staff performance
*do you identify group barriers to staff performance
*have you developed situational strategies to reduce/eliminate
barriers to effective training
*do you conduct staff training needs survey
*do you track the post training results
*do you train the line management to follow up on training
to improve training effectiveness
*do you formulate and communicate performance standards and expectations
to trainees in behaviorals and measurable terms.
*Is there sufficient coaching on the job, to reinforce the training
*Is there sufficient mentoring on the job, to reinforce the training
**in your opinion, is the lack of compatibility between training needs
and training program design --barriers to effective training
**in your opinion, is the lack of consideration of the trainees' learning style,
their attitudes, needs and approaches to learning barriers to effective training
*in your opinion, is the lack of consideration of '' non-training'' issues
barriers to effective training
*in your opinion, is the lack of application of the principles of
adults training , barriers to effective training
REGARDS
LEO LINGHAM
From India, Mumbai
HERE ARE SOME QUESTIONS.
THEY ARE NOT IN ANY ORDER, THEY ARE JUST FROM
THE TOP OF MY HEAD.
QUESTIONS
*in your opinion , what is the process of effective training?
*how do you measure the effectiveness ?
*what is your expected results of an effective training?
*in your opinion, what are the organizational barriers to effective training?
*IN YOUR OPINION, WHAT ARE THE PERSONAL BARRIERS
TO EFFECTIVE TRAINING
-LACK OF CONFIDENCE
-JOB RELATED ANXIETY
-DEPRESSION OF SOME NATURE
-LACK OF INTEREST
-STRESS RELATED PROBLEMS
-LACK OF COMMITMENT
*in your opinion, what are the trainees' barriers to effective training
*in your opinion, what are the trainers' barriers to effective training
*in your opinion, what are the training method's barriers to effective training
*in your opinion, what are the training process's barriers to effective training
*in your opinion, what are the training methods' barriers to effective training
*in your opinion, what are the training location's barriers to effective training
*in your opinion, is the lack of effective communication before the training
session barriers to effective training
*in your opinion, is the lack of effective communication during the training
session barriers to effective training
*in your opinion, is the lack of effective communication after the training
session barriers to effective training
*in your opinion, is the lack of effective feedback during the training
session barriers to effective training
*in your opinion, is the lack of effective feedback after the training
session barriers to effective training
*in your opinion, is the lack of effective trainer's deivery during the training
session barriers to effective training
*in your opinion, is the lack of follow up after the training
session barriers to effective training
*in your opinion, is the lack of line management follow up after the training
session barriers to effective training
*in your opinion, is the lack of sufficient resources for the training
session barriers to effective training
*in your opinion, is the lack of descriptive language during the training
session barriers to effective training
*in your opinion, is the lack of motivational feedback during the training
session barriers to effective training
*in your opinion, is the lack of formative feedback during the training
session barriers to effective training
*in your opinion, is the lack of verbal skills of the trainees
barriers to effective training
*in your opinion, is the lack of active listening of the trainees'
barriers to effective training
*in your opinion, is the lack of corporate objectives/strategy
barriers to effective training
*in your opinion, is the lack of training objectives/strategy
barriers to effective training
*in your opinion, is the conflict of interest[ trainees and trainer]
barriers to effective training
*in your opinion, is the lack of management interest in training
barriers to effective training
*in your opinion, is the lack of management particpation/support
barriers to effective training
*in your opinion, is the lack of implementation of training plan
barriers to effective training
*in your opinion, do you identify all the essential components of
an effective training planning
*in your opinion, do you think your training planning includes
the impact of company vision , mission, objectives and strategies.
*in your opinion, do you evaluate the training with respect
-training materials
-trainees
-trainer
-impact on the job
-impact on the business
* in your opinion, do you evaluate the training
-just after the training program
-one month after the program
-six months after the program
*do you identify individual barriers to staff performance
*do you identify group barriers to staff performance
*have you developed situational strategies to reduce/eliminate
barriers to effective training
*do you conduct staff training needs survey
*do you track the post training results
*do you train the line management to follow up on training
to improve training effectiveness
*do you formulate and communicate performance standards and expectations
to trainees in behaviorals and measurable terms.
*Is there sufficient coaching on the job, to reinforce the training
*Is there sufficient mentoring on the job, to reinforce the training
**in your opinion, is the lack of compatibility between training needs
and training program design --barriers to effective training
**in your opinion, is the lack of consideration of the trainees' learning style,
their attitudes, needs and approaches to learning barriers to effective training
*in your opinion, is the lack of consideration of '' non-training'' issues
barriers to effective training
*in your opinion, is the lack of application of the principles of
adults training , barriers to effective training
REGARDS
LEO LINGHAM
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Top 10 problems with most Sales people.zip
Home Remedies For Memory Problems.pdf