Purpose:

The purpose of these guidelines is to identify effective trainers for the facilitation of the training programs, a trainer who is subject matter expert and can effectively facilitate the training sessions. The effective transfer of training depends a lot on the trainer because while imparting the training its the trainer who is looked upon as an idol for the topics one is delivering, so it becomes very important to have a trainer who can guide the participants and have the competencies to take up the training sessions effectively.

Overview:
Trainer evaluation process is to identify good internal trainers for facilitation of training and also to identify the internal existing trainers performance, competence, skills and knowledge. There will be set criteria and assessment in order to become a trainer, an employee who successfully completes the criteria and assessment will be eligible to take up the trainings. The trainer evaluation guidelines will thus work towards having an effective trainers that would in turn increase the effectiveness of the training programs and hence build a learning culture within the organization

Eligibility Criteria:
Only Band 2 and above employees are eligible for taking up internal trainings for other employees The band 1 employees can take up trainings only for other employees in the Band 1 grade. Employee from band 4 and 5 can take up trainings just after filling up the learning facilitator template; they dont have to go through the assessment and evaluation. If the employee has been taking up training session in the past, the feedback score of the previous sessions have to be above 3.8. The employee has to be a consistent performer.

Process Steps:
Trainer Request

Background check by L&D team

Learning Facilitator Template

Need validation and analysis by L&D Team

Mock training session with the L&D Team

L&D Team would make an assessment report based on the mock session

If approved by the L&D team the employee can take up the training session, one L&D professional would sit through the first training session Training Feedback is 3.5, the employee is not allowed to take further sessions and if still willing to take sessions will have to go through mock session again

Description:
Trainer Request: The trainer request can come two ways, either any employee can nominate himself for taking up certain training or the L&D team can approach any employee based on the managers reference. Background Check: Background check would include collecting the information like the feedback rating, performance score, technical expertise, managers rating LFT (Learning Facilitator Template): Once the background check is done, the employee is asked to fill up the LFT. With the help of this template all the details regarding the facilitators profile, training contents -details, target audience, level of training and prerequisites for the training will be captured.

Need Analysis: Once the LFT is filled, in case of self nomination as a trainer, the L&D team validates and analyses the need for the training in the organization. Mock Session: After the validation, if the training is required in the organization, first level assessment is conducted in the form of mock session, in which an expert of that field would sit along with the L&D members. The employee will have to give a demo of the training that one wants to take, on the basis of that L&D team would create an assessment report. Training session: If the employee clears the assessment he/she can take up the training session. During the first training session an L&D professional sits through the training program and 2nd level assessment is made, in this assessment the scope for improvements are focused upon and discussed with the trainer. Feedback score: If the feedback score of the trainer is equals to or less than 3.5, the employee will not be allowed to take further sessions.

Trainers Assessment Parameters:

The criteria and the assessment guidelines for becoming internal trainer is based on the given parameters
Knowledge/Subject Matter Expert

Presentation/Delivery Skills

Query Handling

Communication Skills

Grade/Band

Performance score

Conclusion:
It is very important for the trainer to go through assessments in order to increase the effectiveness of the training sessions. To brief, the trainers would be identified after 3 levels of assessment. First level would be managers assessment, second level would be mock session and third level of assessment will be done during the training session. Once all the assessments are cleared the trainer will be considered as the internal trainer of GlobalLogic and shall fall under the reward and recognition of L&D.

Trainer Evaluation Form for Managers

Evaluators Name:

ECode

Designation

Name of the prospective trainer: Name of the Training:

Scoring Range: 1 =Very Poor, 2 =Poor, 3 =Below Average, 4 = Average=5 = Good, 6=Very Good, 7= Excellent

Ratings Presentation Delivery

1) How would you rate the knowledge of the employee 2) How would you rate his/her ability to communicate technical knowledge in a concise way 3) Rate his ability to handle queries 4) How well would he be able to handle a crowd of 20-25 people 5) Do you recommend him as a trainer?

Justification