After reading Chapter 18, a couple of different ideas came to my mind about how to use this in the professional world. I taught classes through Michigan Works! on employability skills. My training for these classes consisted of computer-based training as well as presentations that included PowerPoint presentations from an overhead projector. The training meetings were set up via a program on the internet through e-mail that allows us to pick our top three dates and times that we are available to train. E-mail was also used to attach training resources and meeting minutes that the absent trainers were able to use. All of this training, as explained in Chapter 18 on page 180, is part of "Enhancing Training Effectiveness and Efficiency" by using technology-based training delivery. In the end, I was teaching clients, but this is a business type situation. They hired an outside corporation that had developed a curriculum for what I was supposed to be teaching, brought in a trainer with technology-based training tools, and trained the people who were actually going to be implementing the lessons. This would have taken more time without technology.
The second idea that I see usable from Chapter 18 is "Advanced Evaluation Techniques" also on page 180. After classes were completed by each branch, we had phone conference calls to give feedback about how the classes were run, what went well, what went poorly, and ideas for change during the next classes. This is what is described by the book as a "traditional summative evaluation endeavor to adequately measure transfer and organizational impact". We would have a conference call, which involves technology, and it would result in organizational change. There was always something that was altered in the curriculum or implementation of the curriculum because of these conference calls, which ultimately makes the outcomes change for the classes that were planned for the future. This may also be categorized under "Globalization of Training" on page 181 of Chapter 18.
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