Trainer's role in a competency-based system (page 2 of 2)

Evaluate Training - The Trainer has many different evaluation methods at their disposal, such as, written tests, interviews, observation, work samples and reports.

Let's look at how the "Observation" method would be used to evaluate a trainee's performance. The Trainer watches to ensure all procedures were being done correctly, safely and in the proper sequence. They would remain in the background and would not get involved UNLESS the trainee's actions would create an unsafe situation or damage equipment.

The Trainer then provides feedback to the trainee and their manager, if required. The feedback would point out the strengths and weakness of the trainee's performance compared to the normal job performance standards. If remedial training activities are needed the Trainer would discuss them at this time and coordinate future training activities.

5. Document Training Activities - Finally, the Trainer should document the results of the training activities and if appropriate, the results of the training evaluation. Documenting training is important for a number of reasons but the most important is that it provides a record of the trainee's performance.

This record is extremely helpful when a trainee is receiving training and guidance from more than one individual. Having a formal training record allows everyone involved with the training & development process to concentrate on what the trainee needs next instead of spending time trying to figure out what has already been accomplished!

Why are these actions so important? First of all, maybe you were asked to provide training to a new employee but you don't know what is involved with being a trainer. Or you might already be providing training to subordinates but have never received any formal training on how to train others.

The information in this article is designed to highlight the actions that will help anyone become a better trainer.