http://www.go2itech.org/HTML/TT06/toolkit/coordi nation/checklists.html http://www.managementstudyguide.com/trainingevaluation.htm http://www.iirme.com/train http://www.letsstartthinking.org/HR/trainingproviders-in-pakistan.asp http://www.trainingclasses.com/geo/Pakistan/Sindh/Karachi/ http://ndcacademy.org/Corporate/SoftSkills_index.

h tml Training Coordinator Job Description

This training coordinator job description can be adapted for your own use. The position may also be referred to as Human Resource Development Cooodinator, Training Specialist or Learning Specialist. The core training accountabilities and functions remain consistent within the various job titles. What have you done to improve your knowledge in the last year?

Answer tips
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention. Employers look for applicants who are goal-oriented. Show a desire for continuous learning by listing hobbies non-work related. Regardless of what hobbies you choose to showcase, remember that the goal is to prove selfsufficiency, time management, and motivation.

Answer samples
Every should learn from his mistake. I always try to consult my mistakes with my kith and kin especially with

elderly and experienced person.

I enrolled myself into a course useful for the next version of our current project. I attended seminars on personal development and managerial skills improvement. 31 job interview tips Interview is the opportunity offered to you which, if performed well, will get you to your destination. So, make sure you give an impressive performance and stand out in your interview. Prepare well and practice with difficult questions. Make your answer interesting and the interviewers will remember you better. Keep in track of the following tips and you will succeed in your interview:

Before day of the Interview

1. Find out about which type of interview it is, how many interviewers and candidates there are, it is a formal interview or informal one. 2. Find out which qualification the interviewers expect, training courses, applying procedures, etc. 3. Be careful with your certificates. The interviewers may ask why you take a certain training course or what you have learn from such course. 4. As interviewers may ask you to elaborate on certain issues, you may want to read some articles about such issues.

5. Ask a friend or relative of yours to help you practice answering an interview. 6. Speak with those candidates who have participated in the interviews; ask for their comments and tips. 7. Prepare a list of things you want to say in the interview. 8. There may be questions about normal life of yours in the interview (for example, why did you choose this university?) Be prepared for that. 9. Prepare a list of questions you may ask the interviewers (for example, about their training programs and how you apply for such programs). 10. Arrive early and avoid rush hours. Get to know the road to the interviewing building before.

On the day of the Interview

11. Have a sleep well. Prepare your stuff ready and dont drink or stay up late the night before the interview. 12. Arrive 15-10 minutes earlier. Avoid going during rush hours or on crowed streets. Take a look around the university and talk to other candidates there.

13. If there is a problem, contact the university to rearrange your appointment. 14. Dress properly. 15. Turn off your mobile. Distraction or interruption is unforgivable mistakes during an interview.

During the Interview

16. Pay attention to your body language: look straight, keep eye contacts, and smile. 17. Demonstrate your enthusiasm and passion for the course. Make the interviewers impressed by that. 18. Think carefully before answering any question. Dont rush. Select and determine which the most suitable answer to give is. 19. Dont hesitate to ask the interviewers to repeat the questions again or give more details about the questions. 20. Try to answer the questions completely. Dont waste time just making your answer long without useful information. 21. Dont lie. It is an unforgivable act to lie in applying into a university. The interviewers have many ways to find out if you are lying or not. So, if you dont know the answer, just be frank and tell them that. 22. Listen attentively and dont interrupt others while they are speaking. Not only it is a bad manner to do, it is unforgivable if you do so in an interview. Just wait for them ending their questions then answer. 23. Ask questions: you shall be required to make some questions. This is the time you make advantage of the list of questions you have prepared earlier. Show the interviewers that you have researched a lot about their university and that you are a very enthusiastic person. 24. Be relaxed. Dont overstress yourself. A comfortable mind shall generate a good outcome. 25. Be yourself. Dont pretend to be somebody else. The interviewers want to know the real you, the potential candidate they may accept in.

After the Interview

26. Again, be relaxed. Dont feel too much pressure as you have been asked many strict questions that you are unable to answer well. Thats one the goals of the Interviewers to see if you can handle well under pressure. 27. Take advantage of being at the university. Spend time talking to other students or lecturers if possible. Wander around and take a good look at the university. 28. Think positively. Think of what you have learn from this experience. Dont stress yourself with the idea of winning or losing. 29. Note down your answers. These may be useful later if the interviewers wish to confirm any answer with you as they forget or wish to discuss more. 30. Discuss your interview with others. You may receive very helpful advice from an outsider who, like the

interviewers, may tell if you answer properly or not. 31. Dont worry too much if you didnt perform well in the interview. There are always a whole lot of things to do. Enjoy yourself.

TRAINING COORDINATOR

General Purpose Prepare, facilitate, monitor, evaluate and document training activities in the company. Main Job Tasks and Responsibilities

assess training needs for new and existing employees identify internal and external training programs to address competency gaps partner with internal stakeholders regarding employee training needs organize, develop or source training programs to meet specific training needs liaise with subject matter experts regarding instructional design develop training aids such as manuals and handbooks inform employees about training options map out training plans for individual employees present training programs using recognized training techniques and tools facilitate learning through a variety of delivery methods including classroom instruction, virtual training, on-the-job coaching design and apply assessment tools to measure training effectiveness track and report on training outcomes provide feedback to program participants and management evaluate and make recommendations on training material and methodology maintain employee training records handle logistics for training activities including venues and equipment establish and maintain relationships with external training suppliers coordinate off-site training activities for employees manage training budget manage and maintain in-house training facilities and equipment keep current on training design and methodology

Education and Experience

bachelors degree in a related field experience with instruction or training relevant computer skills knowledge of adult instructional and learning theory and principles knowledge of instructional design knowledge of training methodologies knowledge of learning management systems knowledge of competency assessment certification such as ASTD (American Society for Training and Development) a recommendation

Key Competencies

planning and organizing communication skills data gathering and analysis problem analysis and problem solving judgment presentation skills facilitation skills coaching skills adaptable team player

Customize this training coordinator job description to meet your own needs. How have you gone about identifying employee training needs in the organization? Finding out training needs includes communicating with managers and supervisors, conducting surveys, talking to the employees and observing on the job performance. Analyzing performance management feedback and organizational, departmental and operational needs. Give a specific example. What do you consider the key criteria for training to be effective? When answering trainer interview questions about effective training relate it to actual examples. Effective training means the employees are engaged in the training, learn new skills, ideas and knowledge. The process enhances employee self esteem and instills confidence and motivation. The participants are able to transfer effectively what has been learned into the work environment. The training meets the employee's development and training needs and helps fulfill the organization's goals and objectives. What training methods have you used and which have proven the most effective in your experience? Professional trainers use a variety of methods including role playing, simulation, lectures, case studies. Assess the training needs of the employees, determine which skills and knowledge need to be learned and then decide on the most appropriate training method for imparting these specific skills, abilities and knowledge. The method must match the participants' profile and needs and the learning material.

Interview questions samples of Training coordinator

Tell me a little about yourself? Where would you like to be in five years? Ten years? What made you choose to apply to Training coordinator? What have you learned from your past jobs? Why did you leave your last job? Tell me about your last position and what you did? What do you know about the position of Training coordinator? What are key tasks for Training coordinator? What are top 3 knowledge/top 3 skills for Training coordinator? What are KRAs/output of position: Training coordinator? How to measure/appraise your position: Training coordinator? What do you know about this company? Describe two or three major trends in your did you choose this profession/field? What tertiary qualifications have you attained that related to Training coordinator? What is the most recent skill you have learned that related to Training coordinator? What are your strengths and weaknesses?

2. Job description sample of Training coordinator

How to create interview questions for Training coordinator by yourself? You can follow some steps as follows: Identify key tasks of Training coordinator. Then identify job specs to do this job. Identify job goals, objectives, KRAs, KPIs. Use 5W1H methods to create interview questions for Training coordinator. Below are some key tasks of Training coordinator: Contact with line managers / supervisors to build up schedule for training materials Sending training documents to training manager to review and approved by Director. Records of training specialist and training suppliers. Search training suppliers, signed a contract with the partners at the company. Contact trainer and line managers to determine the location, time, facilities and training. Making training program and send to training manager of approval and sent to all departments concerned. Preparing procedures for employees, management who are appointed for training.

Key tasks of training coordinator

1. Organize internal training programs: Search training suppliers, signed a contract with the partners at the company. Contact trainer and line managers to determine the location, time, facilities and training. Making training program and send to training manager of approval and sent to all departments concerned. Directly or authorization for junior training staff to organize and monitor the training. Preparing all tools for training.

HR training coordinator interview questions and answers

HR training coordinator interview questions and answers You can use free HR training coordinator interview questions below to ask candidates or self-answer in a job interview for HR training coordinator. Please note that you also use interview questions and answers, interview tips, types of job interview, interview thank letters at sidebar.

1. Tips to answer HR training coordinator interview questions

Identify key duties, tasks, job specs, job standards of HR training coordinator positions then ask question: How to do, how to become, how to measure performance, how to monitor, how to control Always ask by yourself : what are things related to your position field in this interview questions before answering. Research the company and its business carefully: company history, organization structure, your division structure, product/service list, competitive advantages and disadvantages.. Always ask by yourself: What are proofs that are needed for this interview questions/this job?

2. Interview questions samples of HR training coordinator

You can use free interview questions samples of HR training coordinator as below: Please tell me a little about yourself? What have you learned from your past jobs that related to HR training coordinator? Why did you leave your last job? Tell me about your last position and what you did? Where would you like to be in 3 years? 5 years? What made you choose to apply to HR training coordinator? What are key tasks for HR training coordinator? How to do each HR training coordinator position task/function? How to control each task/function of HR training coordinator? Etc What are your strengths and weaknesses? What are top top 3 skills for HR training coordinator? How to measure job performance of your position: HR training coordinator? What do you know about this company? What do you know about the position of your HR training coordinator position? Describe two or three major trends in your did you choose this profession/field?

You can ref answer samples, answer tips by links below: 1. Tell me about yourself? 2. What is your greatest weakness? 3. What personal characteristics make you a good HR Manager? 4. What have been your hiring strategies? How do you find talented people for the company? 5. Why is employee training important to an organization? 6. How do you collaborate with other company departments in your role as HR manager and why? 7. Describe briefly your involvement with various company personnel? 8. How would you say is multitasking important to an HR assistant? 9. How to create a KPI? 10. What experience do you have in HR field? 11. What have you done to improve your HR knowledge in the last year? 12. What have you learned from mistakes on the HR job? 13. What are the competitive challenges in Human Resource Management? 14. What is the Career Scope for the person working in HR. 15. How to conduct job analysis? 16. How to measure effectiveness of workforce? 17. How to be compliance with H&S regulation of local law? 18. How many are training methods? 19. How do you motivate your employees? 20. What is more important to you money or position? 21. How many methods are used to pay employee? 22. What are compensation and benefit setup for senior positions at our industry? 23. How to set up corporate culture in our industry? 24. What is core competency of HR? 25. Tell us how many selection methods are used in recruitment and selection process? 26. How many recruitment channels in this ? 27. Describe recruitment and selection process? 28. What is HR scorecard?

Bank/Financial Institutions Training Design Trainings form the core of Banking & Financial Institutions. This industry is most risk prone. Banks/FI's manage and underwrite risk on a daily basis. They also are big marketing and selling houses as all financials need to be sold. Banks/Financial Institutions need to follow the stringent and ever changing guidelines and policies of the Reserve Bank of India (RBI). They also have the maximum number of legal cases to be handled. Banks/Financial institutions participate in the equity market and are also subject to the most dynamic international economic environment. Human capital is the greatest asset for such companies. Continuous, Meaningful, As per owns policy and practical training is the best tool to enhance employee performance and risk communication. Need based trainings reduce ambiguity at workplace and ensure 100% compliance at office. Trainings keep the employees motivated and give them a chance to expand their horizons. Elkindia answers some of the most complex questions of trainings for Banks/Financial Institutions. We are a foremost company offering the complete range of trainings solutions that will help you to reduce your trainings cost by more than 40%. The research team for training design for Banks/FI's comprises of eminent personnel from the HR, Finance, Accounts, Risk Management, Sales and Analysis. This enriched team has worked wonders in designing the apt training programs for a number of financial houses in India. Research has shown that developing need based and organization specific trainings improves the effectiveness of the training by over 400%. It also reduces your cost, time & energy. Various Platforms of Training: Event based in person training by EECPL Specialists. Trainings delivered by your own employees in person. (Few employees will get trained as trainers by EECPL Live trainings over the internet. Self Study, E-Learning Modules. Specially developed Modules/Books for Self Study. Certification tests. To answer all your questions, Yes, L&D falls into the category of Training and Development as Learning, Training and a personnel's development are closely related. A Training Co-ordinator, as the designation suggests, primarily co-ordinates all the activities of the Training Department. Right from arranging training sessions to ensuring that the training room and related equipments(projector,whiteboard,markers, audio-video aids, microphones,etc.) are in place and functioning to co-ordinating various trainings amongst, say a team of 5 trainers.

It also includes: program development, coordination, and administration . Of course, this implies the use of sound planning, strong administration, skills of persuasion . * Should know how to use Microsoft Word, Excel, Access, PowerPoint, Adobe Acrobat, Eudora, and Microsoft Vision. * Coordinate activities of instructors engaged in training employees. * Schedule classes, based on availability of classrooms, equipment and instructors. * Assigns instructors to conduct training of the professional personnel. As for the scope, a Training co-ordinator can look at Administrative capacities in the future. It holds a lot of importance as HR and Administration are the two domains wherein a Training co-ordinator could grow. Hope this helps. Thanks. Regards, Avani Bhatnagar.

Q. How can we evaluate the effectiveness of training programs conducted in organizations? Answer:

Evaluation of Training Effectiveness An objective of training evaluation is to determine the payoff from the training investment. It focuses on the improvement of the participant in the training programme to perform jobs for which they were trained, what was effective and what was not, whether the trainees required any additional on the job training, and the extent of training not needed for the participants to meet job requirements. There are various approaches to training evaluation. To get a valid measure of training effectiveness, the manager should accurately assess trainees job performance two to four months after completion of training. However this focus is not easy to establish and track in most organizations. Per Kirkpatricks study, training effectiveness of outcomes can be measured:

Reaction: Evaluate the trainees reaction to the programme. Did he like the programme? Did he think it worthwhile? Learning: Did the trainee learn the principles, skills and fact that the supervisor or the trainer worked them to learn? Behaviour: Whether the trainees behaviour on the job changed because of the training programme. Results: What final results have been achieved? Did he learn how to work on machine? Did scrap page costs decrease? Was turnover reduced? Are production quotas now being met? etc.,

Structured interviews with the immediate supervisor of the trainees are acceptable methods for obtaining feedback in training. The supervisor is asked to rate the former trainee on job proficiency directly related to the training objectives. Another approach is to involve the use of experimental and control groups. Each group is

randomly selected, one to receive training (experimental) and the other not to receive training (control). The random selection helps to assure the formation of groups quite similar to each other. Measures are taken of relevant indicators of success (e.g. words typed per minute, units of work produced per hour etc.) before and after training for both groups. If the results shown by the experimental group are significantly greater than those of the control group, the training can be considered as successful. Another common method is the longitudinal or time series analysis. A series of measurements are taken before the programme begins and continues during and post completion of the programme. The results are then plotted on a graph to ascertain changes if any, have occurred and continue to remain as a result of the training investment that was made. In addition, pre-and-post tests are administered to the training groups. Prior to the training, a test related to the training material is applied, and the results of this pre-test are compared with results on the same or similar test administered after the programme has been completed.

How can we evaluate the effectiveness of training programs conducted in organizations?

Q.4. How can we evaluate the effectiveness of training programs conducted in organizations? ---- As per Assignment set -1 Evaluation of Training Effectiveness / How To Evaluate a Training Program: An objective of training evaluation is to determine the payoff from the training investment. It focuses on the improvement of the participant in the training programme to perform jobs for which they were trained, what was effective and what was not, whether the trainees required any additional on the job training, and the extent of training not needed for the participants to meet job requirements. In 1975, Donald Kirkpatrick, who was known for creating the training evaluation model, first presented a fourlevel model of evaluation that has become a classic in the industry: Level I: Reaction How did the student feel and what did they think about the training? Level II: Learning How much did the student learn? Level III: Behavior What is the extent of behavior and capability improvement and implementation/application? Level IV: Results What impact on the business did the training have as a result of the learners performance? By using Kirkpatricks 4 levels of evaluation, you can effectively determine if training goals were met.

The Kirkpatrick Model for Summative Evaluation

Reaction Distribute an evaluation or feedback form. This is often called a smilesheet and can be administered in either paper format or online format. This type of evaluation is usually inexpensive and used by most organizations. Be sure to distribute evaluations immediately after training ends. You can include questions to evaluate the instructor, material covered, training materials and audio visual equipment. Learning To assess the amount of learning, consider using pre-tests and post-tests. The tests attempts to determine how students have advanced with regards to skills, knowledge and attitude. Pre-tests should be administered before the class begins, and post-tests would be given at the completion of the training class. You can administer pre-tests and post-tests on paper or online. You can include multiple choice/fill-in the blank type questions, and/or may include work-related hands-on exercises for the learner to complete online.

Behavior To determine the extent of behavior and capability improvement, consider observing learners for an extended period of time after training is completed. This can be measured via post training interviews, monitoring progress and meeting with managers of the learners to determine if the training has allowed the learner to excel in his/her job. Results To determine the business impact of the training program, measure key performance indicators including return on investment, staff turnover, employee retention, quality ratings and other types of quantifiable aspects of the performance of the organization.