Training Provider

Training Evaluation

Evaluation involves the assessment of the effectiveness of the training programs. This assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program, whether they learned something from the training and are able to apply those skills at their workplace. There are different tools for assessment of a training program depending upon the kind of training conducted.

Since organisations spend a large amount of money, it is therefore important for them to understand the usefulness of the same. For example, if a certain technical training was conducted, the organisation would be interested in knowing whether the new skills are being put to use at the workplace or in other words whether the effectiveness of the worker is enhanced. Similarly in case of behavioural training, the same would be evaluated on whether there is change in the behaviour, attitude and learning ability of the participants.

Benefits of Training Evaluation
Evaluation acts as a check to ensure that the training is able to fill the competency gaps within the organisation in a cost effective way. This is specially very important in wake of the fact the organisations are trying to cut costs and increase globally. Some of the benefits of the training evaluation are as under:

    *Evaluation ensures accountability – Training evaluation ensures that training programs comply with the competency gaps and that the deliverables are not compromised upon.
    *Check the Cost – Evaluation ensures that the training programs are effective in improving the work quality, employee behaviour, attitude and development of new skills within the employee within a certain budget. Since globally companies are trying to cut their costs without compromising upon the quality, evaluation just aims at achieving the same with training.
    *Feedback to the Trainer / Training – Evaluation also acts as a feedback to the trainer or the facilitator and the entire training process. Since evaluation accesses individuals at the level of their work, it gets easier to understand the loopholes of the training and the changes required in the training methodology.
    Not many organisations believe in the process of evaluation or at least do not have an evaluation system in place. Many organisations conduct training programs year after year only as a matter of faith and not many have a firm evaluation mechanism in place. Organisations like IBM, Motorala only, it was found out, have a firm evaluation mechanism in place.

The Way Forward
There are many methods and tools available for evaluating the effectiveness of training programs. Their usability depends on the kind of training program that is under evaluation. Generally most of the organisations use the Kirk Patrick model for training evaluations which evaluates training at four levels – reactions, learning, behaviour and results.

After it was found out that training costs organisations a lot of money and no evaluation measures the return on investment for training, the fifth level for training evaluation was added to the training evaluation model by Kirk Patrick which is called as the ROI.

Most of the evaluations contain themselves to the reaction data, only few collected the learning data, still lesser measured and analysed the change in behaviour and very few took it to the level of increase in business results. The evaluation tools including the Kirk Patrick model will be discussed in detail in other articles.

Originally posted 2013-10-04 22:45:46. Republished by Blog Post Promoter

What is Management?

Management is a universal phenomenon. It is a very popular and widely used term. All organizations – business, political, cultural or social are involved in management because it is the management which helps and directs the various efforts towards a definite purpose. According to Harold Koontz, “Management is an art of getting things done through and with the people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can co-operate towards attainment of group goals”. According to F.W. Taylor, “Management is an art of knowing what to do, when to do and see that it is done in the best and cheapest way”.

Management is a purposive activity. It is something that directs group efforts towards the attainment of certain pre – determined goals. It is the process of working with and through others to effectively achieve the goals of the organization, by efficiently using limited resources in the changing world. Of course, these goals may vary from one enterprise to another. E.g.: For one enterprise it may be launching of new products by conducting market surveys and for other it may be profit maximization by minimizing cost.

Management involves creating an internal environment: – It is the management which puts into use the various factors of production. Therefore, it is the responsibility of management to create such conditions which are conducive to maximum efforts so that people are able to perform their task efficiently and effectively. It includes ensuring availability of raw materials, determination of wages and salaries, formulation of rules & regulations etc.

Therefore, we can say that good management includes both being effective and efficient. Being effective means doing the appropriate task i.e, fitting the square pegs in square holes and round pegs in round holes. Being efficient means doing the task correctly, at least possible cost with minimum wastage of resources.

Management can be defined in detail in following categories :

    *Management as a Process
    *Management as an Activity
    *Management as a Discipline
    *Management as a Group
    *Management as a Science
    *Management as an Art
    *Management as a Profession

Originally posted 2013-10-04 22:45:22. Republished by Blog Post Promoter

What is SETA-accredited Course?

What is SETA-accredited Course?

To offer nationally recognised training, all training providers and educational institutes need to be accredited by a relevant Education Training Quality Assurance Body (ETQA).

 

SETAs are one kind of Education Training Quality Assurance Bodies – ETQAs.

 

When an education or training provider is accredited by an ETQA (for example, SETAs), this ‘stamp of approval’ indicates that the provider gives valuable, portable, outcomes-based and relevant training and assessment. When an education provider is accredited by a SETA, they are then able to offer SETA-accredited courses.

 

By registering with an ETQA-accredited training provider (for example, with a College that offers SETA-accredited courses), you can be assured that you will gain valuable knowledge from these courses which you will be able to apply in your workplace.

 

What are the benefits of studying a SETA-accredited Course?

 

  • Most SETA-accredited courses are national qualifications registered with the South African Qualifications Authority (SAQA) and on the National Qualifications Framework (NQF).
  • All students who successfully achieve the outcomes of Unit Standards and Qualifications that registered on the National Qualifications Framework (NQF) will have their achievements officially listed on the National Learners’ Records Database (NLRD).
  • Most national qualifications are made up of a variety of individual Unit Standards. Each Unit Standards carries a certain number of Credits. A student will be given Credits for each Unit Standard that they successfully complete. A record of these Credits is kept on the National Learners’ Record Database.
  • Sometimes, the same Unit Standards are used in different qualifications. So, if a student successfully completes a specific Unit Standard as part of one qualification, then the student will not have to re-study that same Unit Standard if s/he registers for another qualification that also has exactly the same Unit Standard.
  • Many employers would consider paying for these qualifications as these qualifications are National Qualifications. Companies can claim money back from the relevant SETA for doing this.

Originally posted 2013-10-15 19:07:35. Republished by Blog Post Promoter

Moderation Template – Validation of Assessment Instruments

Internal moderation ensures that assessments conducted in a single learning provider, are consistent, accurate and well-designed.

To ensure this, every moderator needs a starting point when preparing the moderation he or she is going to conduct. And having the right starting point, in the form of a professional moderation, can make a huge difference in the overall moderators experience and ultimately the experience of the Training Provider.

This free resource tool is available for you to download and use for your own personal development or organization, and to teach or train others, provided you don’t sell or publish them.

For any additional features, bugs or add-ons, kindly join our discussion forum on www.etqa.co.za following the “Templates” tab.

http://www.etqa.co.za/index.php?topic=319.msg338#msg338 

 

 

 

Originally posted 2013-10-07 11:27:54. Republished by Blog Post Promoter

According to the OHS Act, health and safety representatives are entitled to the following:

* Visit the scene of an accident and attend meetings “in loco” (at the scene).

* Attend investigations or enquiries held by inspectors.

* Inspect any document department by the employer that may require, carrying out his duties.

* Accompany an inspector on inspections.

* With the employer’s approval, a technical advisor to may accompany him on any inspections.

* Accompany an inspector on inspection

* Participate in health and safety audit.

Originally posted 2013-10-06 10:09:20. Republished by Blog Post Promoter

Reviewing your assessment strategy

Begin by thinking about your current assessment practice. The questions below will help guide your reflection.

    *How do you currently assess your students? List the methods you use.
    *Is each assessment worth doing and can/do you explain to your students why?
    *Can you explain how the assessment methods you currently use are matched to the expected learning outcomes?
    *What skills and capabilities do you want your students to leave your unit/course with?
    *Approximately how much does each assessment process cost students and staff in terms of time taken and resources used?
    *Do you feel you might be over assessing? How do you know?
    *What criteria do you use? Are they yours, or can you involve students themselves in formulating them?
    *Do the students know the criteria? Do they really understand them?
    *Is the feedback you give your students clearly related to your assessment criteria?
    *How well does the feedback students receive on assessed work help them to know how they are doing?
    *How much practice and guidance do students get in the chosen assessment methods?
    *What assessments do students enjoy and why?
    *How do you know that the students find your assessments useful?
    *In what ways do the assessments help your student learn?

Review your assessment strategy regularly. It can be even more productive when done in partnership with your students and colleagues.

Originally posted 2013-10-03 21:31:40. Republished by Blog Post Promoter

Leader versus Manager

“Leadership and managership are two synonymous terms” is an incorrect statement. Leadership doesn’t require any managerial position to act as a leader. On the other hand, a manager can be a true manager only if he has got the traits of leader in him. By virtue of his position, manager has to provide leadership to his group. A manager has to perform all five functions to achieve goals, i.e., Planning, Organizing, Staffing, Directing, and Controlling. Leadership is a part of these functions. Leadership as a general term is not related to managership. A person can be a leader by virtue of qualities in him. For example: leader of a club, class, welfare association, social organization, etc. Therefore, it is true to say that, “All managers are leaders, but all leaders are not managers.”

A leader is one who influences the behavior and work of others in group efforts towards achievement of specified goals in a given situation. On the other hand, manager can be a true manager only if he has got traits of leader in him. Manager at all levels are expected to be the leaders of work groups so that subordinates willingly carry instructions and accept their guidance. A person can be a leader by virtue of all qualities in him.

Click below to read more..

http://forum.trainyoucan.com/leader-versus-manager/

Originally posted 2013-09-21 17:18:35. Republished by Blog Post Promoter

ETQA

he ETQA Regulations (Regulation Gazette 6290) defines an ETQA as:
“Education and Training Quality Assurance Body” means a body accredited in terms of section 5(1)(a)(ii) of the Act, responsible for monitoring and auditing achievements in terms of national standards or qualifications, and to which specific functions relating to the monitoring and auditing of national standards or qualifications have been assigned in terms of section 5(1)(b)(i) of the Act;
This means that the W&RSETA ETQA is the body that has been accredited by SAQA for the performing all quality assurance functions with regard to the implementation of learning programmes that falls within the scope of the Wholesale and Retail Sector.
The W&RSETA ETQA follows a decentralised model with the first point of contact for any quality assurance body being the relevant regional office. The W&RSETA ETQA fulfills the following functions:

    • accredit constituent providers for specific standards or qualifications registered on the National Qualifications Framework;
  • promote quality amongst constituent providers;
  • monitor provision by constituent providers;
  • evaluate assessment and facilitation of moderation among constituent providers;
  • register constituent assessors for specified registered standards or qualifications in terms of the criteria established for this purpose;
  • take responsibility for the certification of constituent learners;
  • Originally posted 2013-09-18 16:38:12. Republished by Blog Post Promoter