Case Study

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Question 1- What questions would you want answered before determining an approach to this training?

I would ask myself several questions and theses are:

	Was there any need analysis done to asses what kind of information is needed by the participants?
	Are the participants aware of this training program?
	How motivated the participants are?
	How many participants attending this training program, and where do they live?
	How am I going to deliver this training program?
	Who are the participants?
	How much knowledge do the participants know?

Question 2- How might you deal with satisfying the needs of both target groups: lawyers and paralegals?

At first, the lawyers could be asked to attend the training program, so that any matter they are not familiar with would be explained, and hence when paralegals attend the training program there would be no difference in the knowledge of the two groups. The same could be applied to paralegals although I would assume that paralegals have general knowledge of what lawyers do.

Any legal phrases shall be simplified therefore both parties could understand them. Abbreviation would not be written down since lawyers may not be familiar the abbreviations paralegals use, and vice versa.

Question 3 - What criteria and measures would you recommend to measure training effectiveness? [Reaction and the learning level].

Kirkpatrick’s model would be used to measure the training effectiveness, and criteria.

Variable	Definitions	How measured	Example of Question	Example of answer format
Reactions	What the trainee thinks of the program	Questionnaires	How much of the course content can be applied in your job?	1 = None; 2 = Little; 3 = Some; 4 = Much; 5 = All.
Learning	What the trainee learned from the program. Declarative learning is showing you know the information. Procedural knowledge is being able to translate that knowledge into a behavioral sequence.	Multiple choice or true-false tests (declarative); situational and mastery tests (procedural).	Declarative True or False: This is a case study Multiple choice: What statement best describes your job? Procedural Mastery: you need to write a letter using a computer. From the list below, pick the four steps required to do so and list them in the order with which they should be performed.	Declarative True ___ False___ Multiple choice: round, square, flat, triangular. Procedural Step Required Order
Behavior	What are their obvious reactions? Objective performance measures.	Direct and indirect observation, supervisory reports, self-reports.	Self-report: how many procedures have you performed in the last week using your training material? Observation: By supervisors, customers, analysts, subordinates,	Number of times or rating scale: Always, Sometimes, Rarely, Never
Results	The impact of training.	Organizational records.	How much quality has improved because of the training program?	Number of cases using the training material

Question 4 - How might you support learning transfer back on the job?

A direct link could be seen between trainee characteristics and the work environment to individual behavior and performance. Managers, and supervisors would have a great effect in encouraging the trainees to apply what they have learned, they should be motivated through transfer climate and a learning culture. To encourage further transfer of training, the training program could be designed to include identical elements, general principles and in real world, in addition to active practice, and the conditions of practice to learning and retention.