Dear Al, Can you all assist me in geting formats or forms wherein parameters are set to evaluate Trainer’s skills . Thankyou in advance. Have a nice day. Regards Nidhhi
From India, Mumbai
5From India, Mumbai
Hi Nidhi, did you get any information on this coz I dont see anything. If you do have something pl let me know as Im looking out for this knowhow. Thanks and a great day to you! Savita Iyer
From India, Mumbai
From India, Mumbai
Dear Nidhi,
If you are looking at the presentation skills of the trainers it will be as follows
1.Body Language
2.Voice Modulation
3.Eye Contact
4.Touch Turn Talk
5.Posture
6.Content or Knowledge
7.Interaction/Participative Approach
8.Fluency of Communication
9.Energy Level
10.Effective Usage of Space ( in the podium)
You can rate the trainers in a scale of 1-10. But definitely experience and knoweldge about the do's and dont's in training is required while rating:huh:, hence rating should be done by a Senior Trainer. Also it is advisable to get the rating done from two or three trainers.
Hope this info is of some use to you. If you there is more clarity as on the purpose of assessment you will definitely get more answers from Cite HR
:icon1:
From India, Bangalore
If you are looking at the presentation skills of the trainers it will be as follows
1.Body Language
2.Voice Modulation
3.Eye Contact
4.Touch Turn Talk
5.Posture
6.Content or Knowledge
7.Interaction/Participative Approach
8.Fluency of Communication
9.Energy Level
10.Effective Usage of Space ( in the podium)
You can rate the trainers in a scale of 1-10. But definitely experience and knoweldge about the do's and dont's in training is required while rating:huh:, hence rating should be done by a Senior Trainer. Also it is advisable to get the rating done from two or three trainers.
Hope this info is of some use to you. If you there is more clarity as on the purpose of assessment you will definitely get more answers from Cite HR
:icon1:
From India, Bangalore
Dear Nidhi,
I beg to differ with Anuradha. What matters is trainer's ability to increase revenue. Everything else is secondary.
I have come across with trainers who are very poor in the parameters mentioned by Anuradha but because of their training business increased. So what is important to you - revenue or body language of the trainer, please decide.
Newcomers concentrate on secondary aspects leaving aside business aspects. There were situations wherein all the participants gave "Excellent" feedback on all the parameters of the feedback form. But hardly their training could add any rupee in the balance sheet because there was no change in methods of operations after the training.
Please remember good old proverb - a talking parrot flies little.
Effects of training depend on lot many factors - your management, organisation culture, HR/Training Department's interest, Competence of HR/Training personnel, interest of the participants and finally the trainer.
Competence of the HR/Training personnel matters lot to succeed training and not the trainer's ability. I have come across with HR/Training Directors who could not do Training Needs Analysis (TNA) of their organisation. How many HR /Training personnel are competent to formualte objectives of some training programme without taking help of Google?
Regards,
Dinesh V Divekar
From India, Bangalore
I beg to differ with Anuradha. What matters is trainer's ability to increase revenue. Everything else is secondary.
I have come across with trainers who are very poor in the parameters mentioned by Anuradha but because of their training business increased. So what is important to you - revenue or body language of the trainer, please decide.
Newcomers concentrate on secondary aspects leaving aside business aspects. There were situations wherein all the participants gave "Excellent" feedback on all the parameters of the feedback form. But hardly their training could add any rupee in the balance sheet because there was no change in methods of operations after the training.
Please remember good old proverb - a talking parrot flies little.
Effects of training depend on lot many factors - your management, organisation culture, HR/Training Department's interest, Competence of HR/Training personnel, interest of the participants and finally the trainer.
Competence of the HR/Training personnel matters lot to succeed training and not the trainer's ability. I have come across with HR/Training Directors who could not do Training Needs Analysis (TNA) of their organisation. How many HR /Training personnel are competent to formualte objectives of some training programme without taking help of Google?
Regards,
Dinesh V Divekar
From India, Bangalore
Dea rSir,
Thankyou for your valuable input, and i totally agree with you, but as mentioned in the beggining of the mail i have mentioned that the parameters given measure presentation skills of trainers and not training effetiveness.
The parameters to look at trainers effectiveness is totally different.
Regards
From India, Bangalore
Thankyou for your valuable input, and i totally agree with you, but as mentioned in the beggining of the mail i have mentioned that the parameters given measure presentation skills of trainers and not training effetiveness.
The parameters to look at trainers effectiveness is totally different.
Regards
From India, Bangalore
Goodmorning all,
Great to hear all that stuff from all of you. While it gives an opportunity for a lively discussion I'm afraid it hasn't addressed my concerns... So I would like to redirect your attention to my present query...
I need to create the following for an organization ( I'm a freelancer)
A) Some kind of benchmarking for trainers at lower levels can work towards upgrading themselves( this should be right from the entry level onwards)
B) Then a kind of grid that will evaluate them to see whether that has been achieved.
AS FAR I KNOW I DON'T THINK THIS KIND OF THING IS IN PLACE BUT IF ANY OF YOU CAN ADD VALUE IT WOULD BE A GREAT HELP.( This is urgent!)
Thanks and a great day to all you guys out there!
Savita Iyer
From India, Mumbai
Great to hear all that stuff from all of you. While it gives an opportunity for a lively discussion I'm afraid it hasn't addressed my concerns... So I would like to redirect your attention to my present query...
I need to create the following for an organization ( I'm a freelancer)
A) Some kind of benchmarking for trainers at lower levels can work towards upgrading themselves( this should be right from the entry level onwards)
B) Then a kind of grid that will evaluate them to see whether that has been achieved.
AS FAR I KNOW I DON'T THINK THIS KIND OF THING IS IN PLACE BUT IF ANY OF YOU CAN ADD VALUE IT WOULD BE A GREAT HELP.( This is urgent!)
Thanks and a great day to all you guys out there!
Savita Iyer
From India, Mumbai
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