Transcript PE – Tagung, Workshop „Wirkungsorientierte Fort

Translating Learning into Action
Rev. Stand 2.0
Bonn - Astana,
30.04.2013 (online)
Hans Rieger, dbb akademie
© dbb akademie
dbb akademie
Rev. Stand 2.0
Introduction
Challenges
1.Market: offers, on request, ad hoc offers
2.Organisation: Customer-oriented vs content based
3.Trainer: Trainer qualification
4.Curricula: Specific demands of customers
(customising seminars/ trainings)
5.Quantity: Multiplying without loosing quality
(WBT, webinars, …)
08.07.2015
Hans Rieger
2
© dbb akademie
Impact-oriented Training
Introduction
Uncertainty about the impact of Seminars, Trainings
and Workshops
Rev. Stand 2.0
About 10% of topics learnt are transferred into practice
80% of trainings fail to sustainable learning transfer
08.07.2015
Hans Rieger
3
© dbb akademie
Impact-oriented Training
Model of steps in training
Step 1
Analysis of training needs
Step 2
Definition of training objectives
Step 6
Step 3a
Evaluation / transfer
Definition of evaluation
standards
Step 5
Step 3b
Delivery of training
Success indicator for transfer
Rev. Stand 2.0
Step 3c
Hans Rieger
Development of training
programme
08.07.2015
4
© dbb akademie
Impact-oriented Training
Step 1 needs analyses
Organisation analyses
- strategy
- resources for training
- support through management and staff
Rev. Stand 2.0
Investment needed?
Task analyses
- tasks (job descriptions)
- competences
- work environment
Analyses of staff capacity
- personnel profiles
- performance
- results
- feedback
08.07.2015
Hans Rieger
5
© dbb akademie
Impact-oriented Training
Step 1 needs analyses
Rev. Stand 2.0
Methods of needs analyses
• Questionnaire
• Observation
• Interview
• Reports, documents
• Consultation with key persons
• Test
08.07.2015
Hans Rieger
6
© dbb akademie
Impact-oriented Training
Model of steps in training
Step 1
Analysis of training needs
Step 2
Step 6
Definition of training
objectives
Evaluation / transfer
Step 3a
Definition of evaluation
standards
Step 5
Step 3b
Delivery of training
Success indicator for transfer
Rev. Stand 2.0
Step 3c
Hans Rieger
Development of training
programme
08.07.2015
7
© dbb akademie
Impact-oriented training
Level 2 objectives
Specific training objectives
Consequences on
• methods,
• participants activity,
Level 2:
•Training formats
Understanding
Level 3:
implementation
Rev. Stand 2.0
Level 1;
Knowledge
08.07.2015
Dr. Ben Grewing
8
© dbb akademie
Impact-oriented training
Level 2 objectives
Rev. Stand 2.0
Examples: Impact / transfer-oriented
objectives:
1.To design a "water quality" project in a local
administration
2.To convince decision-makers and stakeholders
for the project
3.To have in 50 % of households supplied with
drinkable water in 2 years
08.07.2015
Dr. Ben Grewing
9
© dbb akademie
Impact-oriented Training
Model of steps in training
Step 1
Analysis of training needs
Step 2
Definition of training objectives
Step 6
Step 3a
Evaluation / transfer
Definition of evaluation
standards
Step 5
Step 3b
Delivery of training
Success indicator for
transfer
Rev. Stand 2.0
Step 3c
Hans Rieger
Development of training
programme
08.07.2015
10
© dbb akademie
Impact-oriented training
Rev. Stand 2.0
Level 3a evaluation
Reaction level
satisfaction rate, happiness
Learning level
knowledge, understanding
self-assessment
Transfer level
implementation at workplace
competences assessement
Result level
workplace
better quality or quantity for products at
number of proposals for improvement
08.07.2015
Hans rieger
11
© dbb akademie
Impact-oriented training
Level 3b transfer
Transfer obstacles
Rev. Stand 2.0
1.Participants
2.Supervisors
3.Work environment
4.Organisation / culture
5.Change management
08.07.2015
Dr. Ben Grewing
12
© dbb akademie
Impact-oriented Training
Model of steps in training
Step 1
Analysis of training needs
Step 2
Definition of training objectives
Step 5
Step 3a
Evaluation / transfer
Definition of evaluation
standards
Step 4
Step 3b
Delivery of training
Success indicator for transfer
Rev. Stand 2.0
Step 3c
Hans Rieger
Development of training
programme
08.07.2015
13
© dbb akademie
Impact-oriented Training
Step 3c Development of the training
How should the training be organised?
 Off – the – job
 On – the – job
 Near – the – job
Rev. Stand 2.0
 Training in sequences
 Trainer selection
08.07.2015
Dr. Ben Grewing
14
© dbb akademie
Impact-oriented Training
Model of steps in training
Step 1
Analysis of training needs
Step 2
Definition of training objectives
Step 5
Step 3a
Evaluation / transfer
Definition of evaluation
standards
Step 4
Step 3b
Delivery of training
Success indicator for transfer
Rev. Stand 2.0
Step 3c
Hans Rieger
Development of training
programme
08.07.2015
15
© dbb akademie
Impact-oriented Training
What is a successful training
Happy participants?
Increasing knowledge?
Satisfied supervisors?
Changed attitudes in an administration?
Improved products / projects (less mistakes, faster
dilivery)?
Rev. Stand 2.0
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08.07.2015
Dr. Ben Grewing
16
© dbb akademie
Impact-oriented Training
4 level model:
reaction
learning
attitudes
result
Rev. Stand 2.0
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08.07.2015
Dr. Ben Grewing
17
© dbb akademie
Impact-oriented Training
Transfer
Framework of Transfer:
Participants:
Training:
Personality
Principles
Skills and
abilities
Rev. Stand 2.0
Motivation
Relation work
and training
content
Work
environment:
Support from
supervisors,
colleagues
Possibilities of
application
08.07.2015
Dr. Ben Grewing
18
© dbb akademie
Impact-oriented Training
Transfer
Optimising training
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Exercises close to real work
Case studies by participants
Training in sequences
Development and construction of real existing cases
Exchange of practitioners
…
Rev. Stand 2.0
Training goes Neurodidactics
08.07.2015
Hans Rieger
19
© dbb akademie
Impact-oriented Training
Transfer
Thank you for listening!
Wish to be with you in the classroom 
Any questions?
Rev. Stand 2.0
YOURS Hans Rieger
08.07.2015
Hans Rieger
20
© dbb akademie