DESCRIPTION:
 

Investing in training is strategic for a company's growth. This is valid as long as the training is effective. Effectiveness is validated when the participant or collaborator manages to apply what he/she has learned in better behaviors that allow him/her to achieve better results, otherwise, the training would be a failure.

Today it is very common to hear that "the bad guys" are the people in charge of training and education. We recognize two causes behind this observation - either the training designer doesn't understand the operation or the training provider doesn't know how to teach. We seek to close this gap through a specific method for designing training for adults.

The art and science behind training adults is made more effective by recognizing the learning process that the adult must undergo. The training designer must consider this in their design process to ensure the effectiveness of the training.

MAIN OBJECTIVE:
 

- Learn how to design and implement effective training for adults in work environments.

SECONDARY OBJECTIVES:
 

- Increase employee satisfaction.
- Reduce the time spent by the employee to achieve the competencies required for the position.
- Understand the key factors for designing an effective learning experience.

AIMED AT:
 

Responsible for developing and implementing training and staff development plans.

CONTENTS:
  • Principles of the Andragogic Learning Model of M. Holmes (adult based learning), compression level.
  • Key Metric , (Metric of the operation that connects to the subject of the training) level of application.
  • Assessment Map, application level.
  • Formative evaluations (assessments) application level.
  • Subject Matter Expert (SME), application level.
  • Adult Learning Styles, comprehension level.
  • Curriculum Map, identification of competencies, level of application.
  • Learning Objectives (definition of the scope of knowledge of the skills in the syllabus) level of application.
  • Guiding questions (scoping guide) application level.
  • Course Plan (final plans of the course to be designed) application level.
  • Principles of the ADKAR Model and its application for learning processes, level of understanding.

INSTRUCTOR:
FABIÁN GONZÁLEZ
ENGINEER-FABIÁN-GONZÁLEZ

Trabaja el desarrollo personal a través de metodologías basadas en coaching — buscando maximizar rendimiento en el campo laboral y la realización personal. Certificado en Aprendizaje Activo, para trabajar alineación de equipos de alto desempeño. Ingeniero Civil de la Universidad de Texas – Arlington. MBA del INCAE con énfasis en Desarrollo Sostenible. Desde joven ha mostrado interés en el área de desarrollo humano lo que lo llevó a liderar la fundación de C.A.L.L en Grapevine, Texas, la Juventud de Schoenstatt en Costa Rica y posteriormente Casa San Martín también en Costa Rica. En el 2013 escribió su primer libro “El Cohete”, libro de autoformación y motivación personal. Lidera la gestión de cambio (change management) para los proyectos de mejora — habiendo acumulado experiencia en proyectos en pymes y multinacionales.