KONE Corporation Training Program Presentation
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Transcript of KONE Corporation Training Program Presentation
![Page 1: KONE Corporation Training Program Presentation](https://reader033.fdocuments.in/reader033/viewer/2022061212/54944fefb47959384d8b4a53/html5/thumbnails/1.jpg)
KONE Corporation Training Program ReNova Door Operator Upgrade Training
Derrek KeeslingDonna KurtzLarry Weas
Northern Illinois University ETRA Department
Team One Project
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Introduction
The TEAM…
…Donna Kurtz, loves public service
…Derrek Keesling, loves children
…Larry Weas, loves learning
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Organization
• $4.4 Billion global company with 35,000 employees.
• Global leader in elevator & escalator industry. • Develop / deliver solutions enabling smooth, safe,
comfortable movement of people.
• KONE’s key customers:o Builders o Building Ownerso Building consultants
o Facility Managers
o Architectso Developers
KONE Training Project
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KONE Training Project
Team’s Project Goals
• Understand basic components of KONE ReNova Door Operator.
• Understand how door operator components work together.
• Communicate KONE competitive advantages to decision-making customers.
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Front End Analysis findings…• ID required skills for KONE ReNova
Door Operator training. • Training modules follow SCORM
(Shareable Content Object Reference Model).
• Design & delivery of e-learning instruction to address existing constraints.
• E-learning modules compatible with instructional requirements.
• E-learning flexible for instructional strategies & delivery approaches.
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Risk Analysis / Management
KEY: Impact and Likelihood values: High – 5, Medium – 3, Low – 1.
Quantification = Impact Value X Likelihood Value. Plan: Determine if a plan is necessary by identifying the ‘cut-off’ quantification value.
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Instructional Design Model Approach
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Project Planning & Schedule
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Design ApproachLesson ONE
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Lesson TWO
Design Approach
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Evaluation ModelEvaluation Phase Five: After our team’s implementation phase of Module Four: KONE Door Operator Upgrade Training Module, the team used Kirkpatrick’s (2006) philosophy based on four level model of evaluation:Level 1: Reaction. Did the participants like the
training?Level 2: Learning (Effectiveness). Did the participants acquire the intended knowledge, skills, attitudes, and commitment based on their participation in the training course? Level 3: Behavior Change (Transfer). Did the participants apply what they learned in the training course on-the-job? 30 days? 60 days? 90 days? Longer?Level 4: Results. Did the targeted outcomes occur as a result of the training course and any subsequent reinforcement?
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Evaluation Plan / Process
Part ONE
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Evaluation Plan / Process
Part TWO
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Findings & ResultsSummary of Feedback
• Knowledge prior to training (Slightly below Satisfactory): Questions 1-3 indicated that participants with prior knowledge average 2.75 % with the four participants.
• Knowledge after the training (Satisfactory): Questions 4-6 indicated that the four participants were slightly above with an average of 3.50% after the training. Functionality & Ease of Use (Satisfactory): Questions 7 & 8 evaluated the participant’s functionality and usage of the training module. Ratings averaged around 3.85 % that recognized the efficiency and usage was satisfactory among the participants.
• Relevancy & Validity (Above Satisfactory): Questions 9 & 10, participants felt that the training material presented was relevant to their job with an 3.50% average and that the participants overall experience was satisfactory with an average of 4.00%.
• OVERALL (Above Satisfactory): The training results had an overall rating of 3.75% with KONE participants as shown below.
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• Developed & implemented Plan of Action (POA) & project documents.
• Used ADDIE to develop & deliver two of the three lessons from Module Four & established initial objectives for Lesson Three.
• Used Kilpatrick’s Evaluation model to conduct Formative Evaluation.
Team One Accomplishments
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Recommendations & Next Steps for KONE• Finalize completion of training course design
for Lesson Three module.• Conduct stakeholder meetings to identify other
KONE personnel & sales training requirements.• Develop proposals for training module
revisions and/or of new training module design.
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Thank You!
Happy Holidays!