How do you identify quality training? (2024)

In my opinion, depending on the type of training, having the right trainer to deliver is crucial. Engaging with the participants, showing them how they can use the content into their daily lives. Keeping it simple, practical & easy to execute is key.

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Learning objectives is the single, most important aspect of training whether we realize it or not. What is expected of the participants at the end of the training is only part of the equation, the expected results in the work environment is equally important. This is quite a challenge to achieve because few training centers have the ability to assess and monitor the results of training in the actual workplace unless they are closely connected or part of the organization as an in-house training. Trainer's experience and competence in the environment the participants work with is a must. He too must closely implement the program with a course developer who is well versed in crafting training objectives both in a tactical and strategic sense.

Any training that results in learners being exposed to well constructed, clearly focussed experiences that are relevant can be classified as "quality". Especially if it equips learners for life instead of just marks.

When looking at the "Learning Objectives" as a means to gauge the quality of a prospective training program, the fact that the objectives were tailored to the potential audience, and level of objective customization will be a good indicator of the effort made to prepare by the trainer which will speak to the quality of the training.

From the training perspective, a quality training is one that a trainee is able to relate to. It focuses on trainee's needs and expectations and provides methods to put the training in to practice.

Content in service of a learning experience is key. So many times, as an instructional designer - content development is at the forefront rather than the content supporting a learning activity that actually gets to the root of what you're trying to do with that particular training. Let me give you an example, when you were learning to drive, did you read the entirety of a driving manual before getting in a car? And does reading the entirety of the content of that driving manual help you learn how to drive? It may, but what makes a more impactful experience is using the driving manual as a resource for the actual hands-on learning of driving a car.

Content and delivery are pivotal parts of the training, and are usually the differentiator of a great trainer vs an average or poor one. It's all about preparation and knowing your target audience and how to engage them. Understanding the context the training e.g. the organizational culture if the training is for a specific organization, the professional landscape, and the market needs, are all essential to crafting content that fulfils the trainees needs and captures their attention.

I agree and it’s also important for the training to make reference to real life/work situations. This allows trainees to reflect back on the work situation and already start thinking of ways to apply their new learnings and skills.

A quality training is able to achieve the intended learning objectives of Knowledge, Skills and Altitude. It's delivery takes into account the facilitation principles: conducive environment or place, accurate information, ease of facilitation, questions of engagement, observing feeling of participants, understanding diversity within the audience, equality, appreciating contributions, encouragement, and paying attention to every single detail to promote interactive sessions. In addition, having trainers that are skilled in facilitation makes a difference.

Be it technical, functional, or behavioral training, content and delivery may vary across industries. Having a keen understanding and relevant knowledge and experience across industries is paramount.Simplifying the complexities of content and focusing on the application of the training program in a work scenario- is a key aspect that drives the content and delivery to be most relevant to stakeholders.

In addition to focusing on achieving the learning outcomes of a training program, opportunities to apply the learnings at work are equally important. The true impact of a training program is felt only when a conducive environment at work allows for the application of the learnings; hence making periodic evaluations more meaningful.

La evaluación es para mi uno de los puntos clave y debe estar ligada directamente con los objetivos de aprendizaje más que con el contenido mismo. La evaluación debe servir al participante para reflexionar sobre su proceso de aprendizaje. Es quizás la cuestión más olvidada: nos centramos mucho en como entregar los contenidos.Por otra parte, la evaluación debe servir a quien genera el contenido para reflexionar sobre la pertinencia del contenido y su modo de entrega.

Translated

Identifying quality training involves assessing various aspects of a training program to ensure it meets your learning objectives and provides valuable knowledge and skills. Here are key factors to consider when identifying quality training:Clear Learning Objectives: Quality training programs have well-defined and clear learning objectives that outline what participants will be able to do or achieve after completing the training.Relevance: The content of the training should be relevant to your goals and needs. It should address specific skills, knowledge, or competencies that are applicable to your field or area of interest.

A trainer needs to be prepared to adapt their methods and continue to learn new ways to impart knowledge effectively in a way which stimulates and engages their trainees. This question is too vague to answer in depth as it depends on how many people are being trained and what information is being imparted e.g. product knowledge, practical skills, general communication management skills or presentation skills etc.

A great training will lead trainees to correct conclusions so fluidity that they’ll think they’ve reached them all on their own. Maintaining this kind of training amidst high trainee expectations requires diligent learning about current best practices and tools, as well as consistently updating materials to reflect the state of the art. Not only does this make for better trainings, but it also makes them more appealing to discerning audiences.

I would like to draw your attention on a person of trainer. He/She is the one who creates a training.Success is on his/her hand.Simply, how does he/she learn, speak, behave, interract, prepare - it is the most important factor in each training process.He/She should be " someone " who is able to tell a story in an exciting way, so that participants become passionate.

One major aspect that impacts the quality of a training program is the quality of the diagnostics conducted before the program to determine the specific problem statements and hence the learning objectives of the program.The diagnostic stage needs the most attention from all stakeholders as this is when training needs identification(TNI) or/and training needs analysis(TNA) is done to determine their precise requirements.While TNI determines if there is a need for training, TNA is a deep dive into the specific areas that require attention- providing a detailed blueprint for designing a quality training program.

It’s Not about ‘Quality’ Training. That’s fundamental otherwise, why employ it?The outcome of any good training session is simple. - get real feedback and ask the uncomfortable question - “What did you not find useful?”- Can participants actually do something that they couldn’t do before?- Is the facilitator able to engage?- Would they recommend the training to a coworker?