培训论文.docx

培训论文.docx

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培训论文

Directory

Introduction………………………………………………………..........3

Part1:

Whichdoyouthinkidbetter..................................................3

Part2:

whatcriteriatomeasure........................................................4Part3:

whowillbeinvolved..............................................................6

Part4:

what’stheevaluationdesign.........................................…....7

1theneedsassessment..................................................................8

2makesurethetrainingobjectives.................................................8

3choosetheevaluationmethods....................................................9

4designtrainingevaluationprogram..............................................9

5executetheEvaluation...............................................................11

6writingtrainingevaluationreportandconclusion........................12

Conclusion....................................................................................12

References....................................................................................13

Domino’spizzatrainingevaluation

Introduction

Dominoisafamouspizzacompany.Traditionally,onthejobtrainingisusedtoteachnewemployeeshowtostretchpizzadoughtofitthepizza.Butnow,Dominowantstouseacomputerbasedtrainingmethod.Asaprofessionaltrainer,withpersonalpointofview,IwilltalkaboutsomeofmyideasofDomino’strainingwork.First,whichisbetterbetweentheCD-ROMtrainingandon-sitetraining?

Second,whatcriteriashouldDominoPizzaCompanyusetomeasureCD-ROMtrainingismoreeffective?

Third,whowillbeinvolvedintheevaluation?

Forth,myevaluationdesignstodetermineifCD-ROMtrainingismoreeffectivethanonthejobtraining.

Part1:

whichdoyouthinkisbetter?

On-the-jobtrainingrefersnewemployeesortheinexperiencedemployeesthroughobservationthenfollowtheirmanagers’behaviors.Thismethodisverypopular,becausecomparingwithothermethods,itsinvestmentoftimeormoneyisrelativelylow.Butitalsohassomedisadvantages,forexamplewhenthetrainersimpartusefulskillsalsoteachthebadhabitsandnoorganization’son-jobtrainingcanleadtoemployeesacceptbadtrainings.

AndtheCD-ROMtrainingbelongstoaudio-visualinstruction.Andthevideoisthemostcommonlymethodsofall.UsingtheCD-ROMtraininghassomeadvantages;first,thetrainerscanreplay,slowdownorputquicklythecoursecontentaccordingtothetrainees’professionallevel.Forexample,inDominoPizzaCompany,ifsomenewemployees’learningabilityisnotstrong,sotheycanwatchtheCDagainandagainuntiltheygetit.Second,itcanlettraineestocontacttosomeproblemsandevents,suchasequipmenterror,customercomplaintsorotheremergency.ThestuffinDominoPizzaCompanycanknowhowtodealwithwhentheequipmentdoesnotwork,sotheCD-ROMtrainingisreallygood.Third,thetraineewillacceptthesametrainingcourseandwon'tbeinfluencedbythetrainer’sideas.

Inmyopinion,theCD-ROMtrainingismuchbetterthanon-the-jobtraining.Ifweuseon-the-jobtraining,weshouldrecruitmanyexperiencedcookanditmaycostalot.Themostimportantisthattheexperiencedcookwon’tshowhowtheymakeaballandstretchingittofita12-inchpizzapanagainandagain,howevertheCDcando.AndtheCD-ROMtrainingspendslessmoneythanon-the-jobtraining.

Part2:

whatcriteriaformeasuring?

DuetoDominoPizzaCompanyisachainpizzasshopwiththehighqualityrequirementsofthepizzaappearance,theroundnessandalsothetastesandsoon.SoIwillusefiveoutcomesinEvaluatingTrainingProgramstoanalysisCD-ROMtrainingismoreeffective.

TheTrainingoutcomesorcriteriarefertomeasuresthatthetrainerandthecompanyusetoevaluatetrainingprograms.

1CognitiveOutcome:

Determinethedegreetowhichtraineesarefamiliarwiththeprinciples,facts,techniques,procedures,orprocessesemphasizedinthetrainingprogramandmeasurewhatknowledgetraineeslearnedintheprogram.Usually,wewilluseawrittentesttoassesscognitiveoutcomes.

2Skill-BasedOutcomes:

Assesstheleveloftechnicalormotorskillsandincludeacquisitionorlearningofskillsanduseofskillsonthejob.AndinDominoPizzaCompanywecantesttheemployeestomakeapizzaafterwatchingtheCD,andthenlookatthecookedpizzawhethertheyareenoughround,aretheytoobigortosmall,dotheyfitthe12-inchpizzapanswell?

Anddotheyhavetheuniformthicknessofthedough,anddotheemployeescompleteapizzaquicklyordotheymakethepizzadelicious.Thesearealltheessentialskillswhichemployeeshouldlearnfromasuccessfultraining.

3AffectiveOutcomes:

Includeattitudesandmotivationandtrainees’perceptionsoftheprogrammeansthefellingfromemployeetothefacilities,trainers,andtrainingcontent.Thenitusuallyallowstraineestocompletethequestionnairetocollectinformationonthereactionoutcome.InDominoPizzaCompany,wecanalsousethequestionnairetoknowwhetherthetraineesaresatisfiedwiththetraining.Onlytraineeslikethetrainingcourseswilllikelearning,oritwillnotachievethedesiredresults.

4Results:

Determinethetrainingprogram’spayoffforthecompany.FortheDominoPizzaCompany,wecanpickuponedayonrandom,andmakeasurveyofnewemployeesonhowmanypizzastheysell,thentodocomparisonwithprevioushistoricaldata,observethechangesinturnover.

5ReturnonInvestment（ROI）:

Comparingthetraining’smonetarybenefitswiththecostofthetraining,andthetrainingcostsincludedirectcostsandindirectcosts.MaybeDominopizzacompanycanalsousethiscriteria.

Part3:

Whowillbeinvolved?

IthinktheseniorleaderssuchastheCEOorthemanagersshouldinvolveintheevaluation,

andthemiddle-levelleaderssuchastheprojectmangersshouldalsotakeparticipateinthe

evaluation,andthetrainers,employees,customcanbeinvolvedintheevaluationtoo.

Theseniorleaderswillthroughtheobservationandjudgmentwhetheremployeesrequiredtheknowledgeskillsandabilitytoachievethecompany’sstrategictargetandmaintainmarketcompetitiveness.WhentheDomino’sseniorleadersseethetrainingresults,theywillthinkonlythegoodqualityofpizzacanguaranteebrandlasting.

Andtheprojectmangersinvolveintheevaluation,hewillprefertoseeemployees’behaviorchangesatwork.Hewanttomakesurethateverybodyacquiresknowledgeanditwillgoodforimprovingtheperformanceofthedepartment.

Obviously,themostpeopleshouldnotbemissingareemployees,becausetheyexperiencethetrainingprocessthemselves,theyknowwhatskillstheylackofandwhatskillstheyacquire,andwhetherthetrainingissuccessful.Sotheyarethemostarticulatepersonatall.

Thetrainerswilljoininevaluationtoo,becauseheshouldinvestigatewhethertraineesaresatisfiedandwhetheremployeesgetskills,ifeverybodyinDominodoesn’tlearnedhowtomakeapizza,thenthetrainingisinvalid.

Maybe,wecaninviteafewcustomersinvolveintheevaluation.Andthencustomerstasteeverynewemployees’pizza,thenpickupthemostdeliciousandmostappetiteone.Afterthat,invitingcustomerstastethepizzasfromtheoldemployeeandthenewemployee.Sothecustomerscanevaluationwhetherthenewemployees’pizzareachedthestandardofDomino'sPizza.

Part4:

what’stheevaluationdesign?

Trainingevaluationisanimportantaspectoftrainingprocess,anditalsoisameasureofwhetherthetrainingiseffective.Bythetrainingevaluation,youcanknowwhatskillstraineesget,andthechangesoftraineesaftertraining.Atthesametime,companiescanhaveafeedbackoftrainingeffect,anditbringsagoodreferencefornextyear’strainingwork.

Ingeneral,effectivetrainingevaluationshouldincludethesixbasicsteps:

firsttheneedsassessment;secondmakesurethetrainingobjectives;thirdchoosetheevaluationmethods;forthdesigntrainingevaluationprogram;fifthexecutetheEvaluation;sixthwritingtrainingevaluationreportandconclusion.

1theneedsassessment

Theneedsassessmentreferstotheprocessusedtodeterminewhethertrainingisnecessary.Andtherearemanytrainingneedsassessmentmethods,suchasobservation,questionnaires,interviewsfocusgroups,documentation,andpsychologicaltestingmethodandsoon.Accordingtothetrainingcoursesandthespecificcircumstancesoftrainees,decidethetrainingneedsassessmentmethod.Throughtheobservation,weknowthattheemployeesinDominoPizzaCompanyneedsomeskillsthatarehowtostretchpizzadoughtofitthepizzapan.

2makesurethetrainingobjectives

Accordingdifferentlevelcandevelopdifferentevaluationcriteria.Forexample,thereactionslevel,settingtotheemployees’satisfactionscores,suchas:

use1~5gradesexpressthesatisfactionwiththetraining,anditatleast4points.Andthetrainingobjectivesfromlearninglevelincludetheaction-tellthetraineeswhattheywouldaftertraining.Thenthetrainingobjectivesformbehaviorlevel,requiretheemployeesimprovetheirbehaviorsafterbeentrained.Atlast,theobjectivesfromtheResultslevel,requirethatbusinessresultsachievedbytrainees.

AndinDominoPizzaCompany,seniorleaderswanttheobjectivesfromresultslevel,andmaybethetrainingprogrammanagerhasaobjectivesfrombehaviorlevel,andemployeethemselveshavethegoalsformlearnlevel,andthetrainerhavetheobjectivesfromthereactionslevel.

3choosetheevaluationmethods

Beforewechoosetheevaluationmethods,weshoulddeterminethelevelofevaluation;itisgoodfortrainingwork.General