Gamma Group Consulting designs creative training to build on existing performance. The goal is to help each participant to work more effectively at their job outputs. Performance is first analyzed relative to the business needs of the organization and the evaluation of success factors is planned before the development of the program.
Capabilities ranges from delivery of multimedia e-learning programs via computer to facilitating small work-groups. Click-2-Learn Toolbook Instructor authoring software and Macromedia Flash software are used to create custom multimedia training programs for use on the web, within an intranet or on CDs/DVDs.
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Performance based : Did learners focus on actual products and services of the job and in the same proportions as the actual job dictated? |
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Real World Practice with Feedback : Did learners practice key components of the job and receive information about how well they were learning them? |
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Learner centered : Was the learner engaged in active learning 80% of the time while the instructor was presenting only 20% of the time? |
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Interactivity : Did the learning involve a high degree of interactivity such as sharing ideas and working in small groups? |
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Well organized design : Did the learners see the whole before the parts? Was there a building block approach to the concepts? Was there a good learning process? |
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Evaluation of the design and delivery : Did training objectives exist against which the design and delivery of the training could be compared, and was data collected regarding them? |
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Examples similar to the job : Are the examples (data, documents, products, simulations, case studies, etc.) presented in the training the same as those that will be encountered on the job? |
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Immediate application : Did training occur as close as possible to the actual application of the knowledge and skills? |
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Integration : Were the elements of training combined such that a clear and realistic picture of the job was gained? |
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Use of materials on the job : Did learners see the materials as useful on the job tools (i.e. job aids, reference, etc.)? |
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Use of concepts on the job : Did learners use the concepts they were taught? |
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Use of processes on the job : Did learners use the processes they were taught? |
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Follow-up support provided : Was there opportunity to gain additional instruction, clarification, feedback, reinforcement, etc. after the training, during on-the-job performance? |
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Value : Were there specific benefits stated which justified the training? |
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Compliments : Was specific praise for on-the-job performance stated? |
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Performance evaluation data : Was data collected to show that the on-the-job performance met expectations? |
