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Quality Managing/Planning Tool System

Table of Contents

Overview

 

 For more information, contact:

   Gary Schouborg, PhD

   (925) 932-1982

   gary@garynini.com

 

 

 

Schouborg, Gary (1993).

FLEX: A Flexible Tool for Continuously Improving Your Evaluation of Training Effectiveness. Amherst, MA: HRD Press.

 

Overview

 

FLEX is a comprehensive, yet flexible tool for continuously improving your evaluation of training effectiveness. You can especially use it in dynamic settings such as corporations or government agencies, where it is seldom feasible to employ the rigorous evaluation methods of the laboratory. No doubt you are aware of the reasons: the factors affecting training effectiveness in live and changing situations are often too complex to be analyzed adequately by laboratory methods; and even when this is not so, the time and resources required are often not cost-effective for practical decision making. I have therefore designed this manual to be flexible, so you can use it in dynamic settings, yet comprehensive, so you can:

 

(1) evaluate a training program as thoroughly and in as much detail as circumstances permit ("program" refers to any training intervention: curriculum, course, workshop, job-aid, on-job coaching, etc.);

 

(2) have a perspective against which you can assess the limitations of any particular evaluation you carry out;

 

(3) have a benchmark for continuously improving your evaluation processes.

 

The combination of flexibility and comprehensiveness allows you to start wherever you wish. You do not have to concern yourself with everything in this manual to use it effectively. This tab introduces you to the 8 Primary Dimensions and briefly explains how they are interrelated. For more detail, see the tab for each primary dimension. If you’re more interested in your specialty (e.g., Delivery) than in an overview, you can skip this tab for now; but you will have to return to it later if you wish to continuously improve your evaluations.

 

The 8 Primary Dimensions of training are:

 

1. BUSINESS RESULTS

2. BUSINESS PLANNING (Training Tied to Business Needs)

3. TRANSFER (Trainee Learning Applied to the Workplace)

4. LEARNING

5. DELIVERY (Facilitating Learning)

6. DESIGN (Training Objectives, Content, Instructional Design)

7. REACTION

8. VENDOR

 

To order manual, email coach@garynini.com