1. Delivery of Training & Monitoring & Evaluation
6/10/15

2. Session Aim & Objectives
Aim: To explore delivery of training & how you can evaluate training.
Objectives:
By the end of the session, participants will be able to:
Select different training delivery styles and techniques
Plan for evaluating training courses

3. Training Techniques - Question
How can you divide up participants? Why?

4. Training Techniques - Answer
How can you divide up participants?
Individual work
Pair work
Group work
Whole group
Why?
It depends on the topic, needs of the group, time available and your desired outcomes.

5. Training Methods – pages 15-17 of Handbook
Activity:
Each table has 2 minutes to fill in one selected blank section on pages of the handbook (The Why? Column of the following)
Group work
Bus stop
Walking wall
Guided reading
Debate
Quiz

6. Training methods - Answers
Why?
Group work
Ensures participants work together, get to know each other & use each others expertise to complete an activity.
Bus Stop
A variation on ways to conduct group work, and gives some variety and movement to the group work.
Walking wall
It acknowledges every group’s work and is a flexible way for group work results to be seen & discussed. It can replace a plenary session.
Guided reading
Provides a way to introduce information during a training that links to other activities.
Debate
It’s a structured way to explore an issue in a more considered and academic way
Quiz
It is a useful way to check the groups knowledge and understanding in a competitive style

7. Training Delivery – key advice
Have a clear plan
Practise to improve confidence
Be professional & organised
Monitor time
Give clear instructions for activities
Watch your body language, location and gestures
Project your voice
Visuals – have materials ready in advance
Technology requires rehearsal & back-up plan
Monitor group dynamics and needs & respond
Use various methods & adapt as appropriate

8. Monitoring
Observe and check progress or quality over a period of time

9. Evaluation – Kirkpatrick’s Model
Level
Description
Level 1: Reaction
To what degree participants react favorably to the training
Level 2: Learning
To what degree participants acquire the intended knowledge, skills, attitudes, confidence and commitment based on their participation in a training event
Level 3: Behavior
To what degree participants apply what they learned during training when they are back on the job
Level 4: Results
To what degree targeted outcomes occur as a result of the training event and subsequent reinforcement e.g. organisational change

10. Giving Feedback – the sandwich model
Positive
Focus initially on the positive points
Constructive
Focus on a few key points that can be worked on.
Round off with more positive comments & targets for future development

11. Self Evaluation for group work
Criteria
Issues to consider
Timing
Did the session start & finish on time?
Was the right amount of time spent on the right areas?
2. Clear knowledge of topic & use
Was the topic confidently explained?
Were gender and diversity concepts used appropriately?
3. Communication
Verbal – was the voice projected well?
Were instructions clear?
Was pronunciation clear?
Non-verbal – how were our gestures, postures & confidence?
4. Ensuring group rapport & participation
Was group rapport established?
Did the group participate?
Were more reluctant participants involved?
5. Session flow and pace
Did the session flow in the right order?
Was the pace of the session right?
6. Methodology
Were the training methods selected appropriately & confidently used?
Were methods varied?
7. Manage difficulties
Were difficulties in the session tackled or avoided?
Were questions responded to appropriately?