Please discuss the case study with specific attention to the measures used to evaluate simon's training. managements expectations from a training program and how to measure simon's effectiveness as a trainer
CASE STUDY: DELIVERING EFFECTIVE TRAINING
Simon Hang, Training Manager, looked at his watch and said, 'It is 5 pm and I would like to close this workshop. I will see you again next week: As the participants left the room, someone asked if Simon wanted to join them for a drink but Simon turned them down, saying that he needed to pack and finish off some work.
Watching this was Serene Teo, the new HR Manager, who is Simon's boss. Serene was obviously not happy about the way the training was conducted - she has seen trainers like Simon putting up a show with plenty of jokes during training and accomplishing nothing. Participants loved this as a form of entertainment and therefore seldom took the training seriously.
Serene then spoke to Simon. "Hi. Simon, I would like to have a word with you.'
'Sure. what would you like to talk about." replied Simon as they both walked out of the training room.
"I would like to talk about the next course I need to know how you are going to deliver the next one since management wants us to prove that training will help improve performance. What I have seen so far does not appear to be delivering on this expectation," said Serene.
'Well. I personally believe that I am doing a good job. The participants love me and the training evaluations are always very positive. Some participants even say they enjoy coming to my course very much. I believe I am doing a great job here,' Simon replied almost proudly.
'The end of course evaluations say nothing of how effective your course is. We need to show top management that your course has an impact on people's performance, replied Serene. "We have to start doing this or we lose our jobs.'