Training and HR Consulting ServicesDear HR and Training Professional: I know you’re very busy and challenged to proactively deal with all strategic issues related to training. As a former Training and Human Resources Manager and Director for many years, I know from personal and professional experience how important it is to have access to knowledgeable, experienced, reliable, and cost-effective human resource and/or training consulting services. Need assistance with your effort to identify and fulfill training needs? Want help with conducting a training audit that reviews processes, procedures and evaluation methods? Want to ensure that your Sexual Harassment Prevention Training is producing desired results? Please contact me, Michael Moskowitz, Founder of Training Q and A Consulting, for more information. Mission The mission of Training Q and A Consulting is assisting clients make the most effective use of the time, energy and money they invest in their training effort. Client List Training Q and A Consulting client list (partial) includes Kaiser Permanente California Service Center, AT&T Enhanced Network Services, The Chicano Federation of San Diego County, Buck Knives, Dimension One Spas, The Scripps Research Institute, Sanyo North America, Inc., Tachyon, Inc., CliniComp International, Signal Pharmaceutical, RD Instruments, Verestar, Inc., Hydranautics Inc., Oridean, Inc., Hurkes Design Associates, Inc., Elitra Pharmaceutical, UW Kinetics, Advanced BioHealing, CHEK Institute, and Precision Hearing. What Clients Say Click here to see a partial list of testimonials. Consulting Services Training Q and A Consulting provides knowledgeable, experienced and reasonably priced services in the areas of
Training Needs Assessments An organized approach is necessary to identify and fulfill training needs. Our new research study analyzed the results of 314 training needs assessments. Forty nine distinct training topics were identified on organization training wish lists. Want to know which topics consistently ranked highest priority? How do these topics compare with your training needs? Contact me for more information Training Audits An audit is a process normally associated with an official examination, analysis, and verification that the organization’s financial matters are in proper order. Most organizations are required by federal and/or state law and/or internal bylaws to conduct financial audits annually so that government regulators, investors, and other stakeholders can gain assurance that the enterprise is fiscally healthy. A training audit examines, analyzes, and verifies that the organization’s training effort is in proper order. While few, if any, organizations are required by law to conduct training audits, they achieve a similar goal as a financial audit: they assure that the enterprise is healthy from a training point of view. Just as a financial audit can make recommendations for changes to various accounting procedures where warranted to improve performance, a training audit can make recommendations for changes to various training processes where warranted to improve performance. Intentionally or not, organizations follow three different paths when it comes to their training efforts: they either provide training that is predominantly effective, provide training that is predominantly ineffective, or provide no training at all. Given the choice, employers would naturally prefer the option of providing training that is overwhelmingly effective. By conducting periodic training audits, organizations can self-assess their processes to develop action plans and implement changes to ensure that effective training will be an ongoing activity. Training Q and A Consulting focuses on seven key training audit areas. Contact me for more information Sexual Harassment Prevention Training You want your employees to attend Sexual Harassment Prevention Training that results in their being more likely to take appropriate action (i.e. talk with a manager and/or consult human resources) and not ignore sexually harassing behavior? Do you know if the programs you are conducting and/or sending your employees to attend are achieving these goals? Training Q and A Consulting conducts 2 hour Sexual Harassment Prevention training sessions with proven results. A pre and post training study of 571 people who have attended our two-hour training program over the previous 7 years determined (with statistical significance) that attendees were now more likely to take appropriate action and not ignore sexually harassing behavior. Contact me for more information Training Program Evaluation "How did the training go?" Such a simple question to ask—and yet such a difficult question to answer accurately. "How did the training go?" is another way of asking whether the program was effective. Effectiveness is measured by evaluation, the process of determining value. Determining training’s value has tremendous implications for the organization’s training efforts. Comprehensive evaluation data is vital in deciding the kind and content of the training that will be offered in the future. Although the training program has been conducted, and all seems to have gone reasonably well, this conclusion is difficult to confirm with certainty unless an evaluation process documents the training program’s impact. Without evaluation, there is no way to know whether trainee knowledge, skills, attitudes, and behaviors have changed because of their training participation. Organizations often fail to train effectively because they don’t have the evaluation mechanisms in place to recognize that training goals are not being achieved and so the program needs to be changed. Organizations don’t collect the data on which to base decisions for changing training to make it more effective. Because organizations, large and small, spend billions of dollars annually on training, they need to know whether their investments are producing a reasonable return. The only way to reach objective conclusions regarding training’s impact is to engage in a comprehensive evaluation process. Training Q and A Consulting assists organizations with evaluating training effectiveness by measuring participant reactions, learning achievements, behavior adjustments and results improvements.
I look forward to hearing from you. Regards,
Michael Moskowitz,
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