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"Business must know how well a training intervention has worked to determine whether required skills have been absorbed and ultimately used on the job. A functional approach to evaluation that targets very specific aspects of the intervention is a useful tool. This issue shows you how to plan and conduct these targeted training evaluations from identifying the function you want to evaluate to detailed instructions on designing the evaluation tools that will get the answers you are seeking."

"ABSTRAKProgram magang ini bertujuan untuk mempelajari mengenai program pelatihan yang dijalankan oleh Agung Podomoro sebagai salah satu perusahaan pengembang terbesar di Indonesia. Laporan magang ini secara berurutan membahas tentang proses perencanaan, pelaksanaan, dan evaluasi dari program pelatihan Agung Podomoro. Dari laporan magang ini diketahui proses desain pelatihan di Agung Podomoro sudah mengikuti desain pelatihan menurut teori Raymond A. Noe, kecuali tahap kedua memastikan kesiapan karyawan . Dari laporan magang ini didapati perbedaan pengetahuan karyawan antara sebelum dan sesudah pelatihan yang bersifat positif.

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ABSTRACT The internship program aims to learn about the training programs run by Agung Podomoro, one of the biggest developers in Indonesia. This internship sequentially report the process of planning, implementation, and evaluation of training programs in Agung Podomoro. From this internship report, known the design process of training in Agung Podomoro has followed the training design theory by Raymond A. Noe, except for the second phase ensuring the readiness of employees . From this internship report, found the difference between the employee 39 s knowledge before and after training, which is positive. "

"Dalam laporan pencapaian mutu 2010 Urusan Diklat, persentase kesesuaian kualifikasi ketenagaan belum mencapai 80%. Berdasarkan kondisi tersebut, maka dilakukan penelitian kualitatif deskriptif untuk mengetahui pelaksanaan analisis kebutuhan pelatihan yang dilakukan Urusan Diklat RS Hermina Depok (RSHD) tahun 2011. Hasil penelitian menunjukkan bahwa dalam menentukan kebutuhan pelatihan, belum berdasarkan Training Needs Analysis. Dalam menentukan calon peserta pelatihan tidak berdasarkan tes psikologis. Untuk kedepannya, RSHD sebaiknya melakukan analisis kebutuhan pelatihan yang meliputi analisis organisasi, analisis pekerjaan/tugas dan analisis pribadi serta dalam menentukan calon peserta pelatihan mengacu pada hasil tes psikologis. Evaluasi pasca diklat juga sebaiknya dilakukan agar dapat mengukur pelaksanaan dari pelatihan tersebut.

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In a 2010 report the achievement of quality Education and Training Affairs, the percentage of suitability qualified workforce has not reached 80%. Under these conditions, then conducted a descriptive qualitative research to find out training needs analysis conducted Affairs Training Hermina Depok Hospital (RSHD) in 2011. The results showed that in determining training needs, not based on the Training Needs Analysis. In determining candidates for training is not based on psychological tests. For the future, RSHD should conduct a training needs analysis that includes organizational analysis, job analysis / job and personal analysis and in determining candidates for training based on the results of psychological tests. Posttraining evaluation should also be done in order to measure the implementation of the training."

"Content:Program life cycles: Tinker, TaylorProgram development process System defined Research Analysis Design and development Research tools Implementation Alternatives to training Media comparison Monitoring and eveluation An information systems case study Administrative worksheetReferences & resourcesJob aid"

"This issue presents eight enhancements to improve your current organizations impact on permanent, measurable results in performance. Youll learn how to identify training needs and incorporate learning strategies, develop learning networks, coach, as well as align your organizations policies and practices support improved performance."

"This Infoline describes the process of creating training manuals and other training materials such as: instructor manuals, participant workbooks, job aids, reference manuals, and self-paced study guides. Discusses the creation and production of materials using the following steps: analyze the audience, define the objective of the material, select content, review copyright issues, design the manual, proofread and edit material, produce, and distribute. Also, contains information on copyright, page layout designs, roles of various staff involved in creating a training manual, and a job aid for trainers."