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WpLRC can organize GENERAL PLANNING MEETINGS
We work with
you to identify company needs and goals as well as to discuss
measurable objectives for course participants - how we will
measure "success."
CONDUCT EMPLOYEE SKILLS ASSESSMENTS
A series of oral,
written, and/or performance tests are initially given to
participants to measure their pre-training knowledge, identify
knowledge gaps, or to place them by level.
CONDUCT JOB-SPECIFIC OR COMPANY-SPECIFIC NEEDS ASSESSMENTS
In order to focus training on a particular job (to determine the
scope of English needed for a gardener to communicate with
residential customers, for example), we may do one of more of the
following:
Review of Written Documentation
Consultants review
relevant job descriptions, operating and procedural manuals,
memorandums, letters, specific periodicals, reports, etc. to
begin to assess the target listening, speaking, reading and
writing levels of a person in this position.
Readability Review of On-the-Job Manuals
Consultants
review the reading level of company materials and compare it
with the reading level of employees to determine whether
company materials should be simplified, whether company
employees should be trained, or both.
On-Site Observations
Consultants observe both
employees currently performing at the target level and those
not yet performing at the target level (potential class
participants) as they perform their jobs.
On-Site Informal Interviews
Consultants identify
employee needs from the potential participants’ and
supervisors’ perspectives.
Written Questionnaires
Potential participants, supervisors, and managers
complete questionnaires regarding the partici[ants' job
responsibilities and the specific skills needed to perform
successfully.
Advisory Group Meetings
A
representative group of employees at various levels (e.g.
class participants, supervisors, managers, and human resource
personnel) is formed for ongoing communication and
evaluation, and to establish “buy-in” at all levels of the
organization.
SUBMIT WRITTEN
PROPOSALS / CONTRACTS FOR SPECIFIC PROGRAM OBJECTIVES
Proposals summarize assessment activities, findings, and
recommendations for training or non-training services.
Proposals/contracts outline plans for the development of
curriculum, instruction, and evaluation of the program.
RECRUIT PARTICIPANTS
If you are recruiting participants as
opposed to having a group already identified, we can help you to
publicize your program and to motivate employees to join.
We can also discuss company incentives and rewards for successful
completion and performance.
DESIGN / ADAPT / CUSTOMIZE CURRICULUM
Your needs and goals
will determine whether we use a standard, slightly adjusted, or
completely customized curriculum.
CONDUCT TRAINING
Participants attend X classes X hours per day, X days per week
for an estimated X weeks.
OVERSEE STEERING COMMITTEE MEETINGS
For a lengthy program,
participants may discuss with a WpLRC and company staff member
(during the last class meeting) confidential, objective feedback
regarding the program.
MEASURE GROWTH
Class pretests and posttests are scored and analyzed in order to
measure skills growth. Other outcomes (identified at the time of
the proposal) are tracked and measured from performance on the
job or other data gathered.
EVALUATE THE PROGRAM
Participants and Class Advisory Committee members complete
evaluations, which are tabulated and summarized for future course
revisions. Supervisors and managers may want to evaluate
participant performance on the job 1-3 months after training.
PROVIDE A FINAL REPORT UPON COMPLETION
Consultants
summarize and document the effectiveness of the training program
in meeting program objectives and measurable goals.
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