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The ultimate guide to using training report templates, share this article.
Creating a great training report can be tricky. You’ve put in so much effort to run your training sessions, but when it’s time to write it all down in a report, it’s not always easy to get it right. How do you ensure your report shows all the hard work and impact of your training?
This is a common challenge for training professionals. A good training report is more than just a list of what happened. It’s a key tool for looking at how well your training worked and where it can get even better. It’s about taking the big picture of your training and putting it into a clear and useful format.
That’s why we’ve put together this guide. We’re going to show you how to use training report templates effectively. We’re not just talking about filling in blanks — we’re giving you tips and strategies to make your reports really meaningful and a true reflection of your training’s worth.
Skip Ahead:
- Introduction to training reports
What is a training report template?
Choosing the right training report template, step-by-step guide to filling out a training report, best practices in training report creation, tools and software for training report creation, introduction to training reports.
Training reports are essential in helping your organization grow and improve. They give you a detailed look at what’s working in your training programs and what needs a bit more attention. These reports help see how your training aligns with your company’s goals and figure out if the training is paying off.
These reports are super useful, especially for things like required training. Say you’re doing cybersecurity training — these reports can show you who’s keeping up and who’s not, which is really important because not following through can cost your company a lot.
Who needs these reports? Well, if you or one of your clients is managing employee training and development , you can use these templates to help ensure that the company follows certain rules and is compliant.
How to use them? It’s a good idea to run these reports regularly to make sure everyone is finishing their training. You can also look at progress reports and time logs to get a sense of how engaged everyone is, both as a team and individually.
Why is reporting learner progress important?
Reporting on how learners are doing is a big part of running a training program. Your Learning Management System (LMS) should make it easy to set up courses and get people enrolled and keep track of how everyone is doing. Sure, you can use other tools to check results and see how the training is going, but doing as much as possible in your LMS streamlines things.
If you don’t have an LMS, you probably know how tough it can be to keep track of everyone’s progress and performance — going through all those documents, spreadsheets, and assignments manually? That’s a headache.
Managing learner progress
The one in charge of training will need to see clearly how everyone is doing in their courses. A good LMS will help check out how far each learner has gotten, see their grades, and even look at their last login, among other things.
Analyzing training outputs
When you’re looking at how effective your training is, you want to see if the training is making a difference in how people do their jobs. Some LMS platforms let you compare how people are doing at work with how they did in the training, giving you a full picture of how effective your training is.
Receiving course feedback
Feedback from the people taking your courses is key. You need to hear what they think — the good and the bad. Especially if you’re hearing the same things repeatedly, that’s important for improving your courses.
A training report template is a tool to help you write up how your training session went. It makes gathering all the important info easier, like how engaged everyone was and how they’re applying what they learned.
Picking the right template for your training report means thinking about a few things:
- Alignment with training goals: Your template should help you gather info that’s really relevant to what you’re trying to achieve with your training.
- Ease of use: It should be simple to use so you can get your data in there without any fuss.
- Customization options: Being able to tweak the template to fit different kinds of training is really handy.
- Compatibility with analysis tools: Make sure the template works well with any tools you’re using to look at your data.
- Scope for detailed feedback: You’ll want a template that lets you get into the nitty-gritty of how people felt about the training.
Components of a Training Report
Writing a training report well is key to capturing what your training program achieved. Here’s a simple guide on how to use a training report template effectively, along with some handy tips:
- Start with clear objectives: Kick things off by spelling out what you wanted the training to achieve. This gives you a clear target for what you’re measuring.
- Summarize the training content: Jot down a brief but thorough summary of what the training covered. Talk about the main topics, how you taught them, and any key materials you used.
- Detail participant information: Write down who was in the training. Include their names, what they do, and any other info that might color how they took the training.
- Describe methods of delivery: Talk about how you delivered the training. Was it a workshop, online, or a mix of both? This helps show how people might have interacted with and taken in the training.
- Incorporate assessment results: If you had any tests or ways to measure how well people learned, detail those results here. This gives you hard facts on how well the material was understood.
- Collect and include participant feedback: Get feedback from those who took the training. Surveys, chats, or interviews are great for this. This feedback tells you how the training was received and enjoyed.
- Make observations and recommendations: Wrap up with your own thoughts on how the training went and ideas for future sessions. This should be a mix of what the data tells you and what you personally observed.
Crafting an effective training report is not just about documenting what happened — it’s about communicating the value and impact of the training in a clear and meaningful way. Here’s how you can make sure your training report really hits the mark:
- Aim for clarity: The key is to use language that’s easy to understand. Avoid industry jargon or technical terms that might confuse readers. Think about explaining your points as if you’re talking to someone who wasn’t there. Your goal is for anyone, regardless of their background or familiarity with the subject, to grasp the key messages of your report.
- Ensure completeness: A comprehensive report leaves no stone unturned. Start with your training objectives — what were you aiming to achieve? Detail who participated and the methods you used. Describe the training activities and the content covered. And don’t forget about the outcomes — what were the tangible results of the training? Finally, include any participant feedback or evaluations. This complete picture helps stakeholders understand the effectiveness of the training.
- Maintain relevance: Stay laser-focused on the objectives of your training. Every piece of information in your report should tie back to these goals. If something doesn’t directly contribute to understanding how the training met (or didn’t meet) its objectives, it’s probably not essential. This focus helps keep your report streamlined and purposeful.
- Incorporate feedback and evaluations: This is where you bring in both qualitative and quantitative data. Quantitative data, like test scores or completion rates, provide objective measures of success. Qualitative data, such as participant feedback and personal reflections, offer insights into the training’s impact on an individual level. Combining these two types of data gives a well-rounded view of your training’s effectiveness.
Keeping your team sharp with the latest skills is key, and that’s where employee training software shines. It makes it a breeze to keep tabs on your team’s training progress with comprehensive tools to assign and track training modules, helping everyone grow professionally.
Benefits of employee training tracking software
Using this kind of software comes with some big pluses:
- Centralized information: It puts all your training info in one spot, so you can easily see how everyone’s doing and spot areas to beef up.
- Loads of options: There’s a whole bunch of software out there, each with its own cool features. We’ve scoped out the top ones to give you the lowdown and help you choose the best fit.
Key features to look for in software for tracking employee training
Picking the right software? Keep an eye out for these features:
- Easy and customizable: You want something that’s a cinch to use and can be tweaked to suit your business.
- Tracks it all: Look for software that lets you see who’s finished their training, who’s on track, and who might need a nudge.
- One-stop database: A place where all your training data lives, making it super easy to get to and sift through.
- Smart reporting: Being able to whip up reports is huge. They show you how effective your training is and where you can make it even better.
- Plays well with others: Find software that can buddy up with other systems you use, like HR or payroll, to smooth out your processes.
- Stay in touch: Features that let you talk directly to your team, like notifications, keep everyone in the loop and engaged.
- Keeps records straight: Good record-keeping is essential to stay on top of HR compliance and track everyone’s progress.
- Friendly on the wallet: Especially for smaller businesses, you want something that won’t break the bank but still does the job.
Tools to consider
Thinkific plus .
Thinkific Plus is a top-notch platform for creating, marketing, and delivering online courses. It’s a perfect fit for businesses keen on offering professional training.
Key features of Thinkific
- Comprehensive Course Creation Tools: Offers intuitive tools for creating engaging and interactive online courses.
- Detailed Tracking and Reporting: Tracks learner progress, course completion rates, and engagement metrics.
- Customizable Learning Experience: Allows for the personalization of courses to align with specific training objectives.
- Integration Capabilities: Seamlessly integrates with various marketing, analytics, and CRM tools to enhance training management.
- Automated Communication: Features tools for automated communication with learners, including reminders and notifications.
Pros and cons of Thinkific
- Easy-to-use interface for hassle-free course creation.
- Detailed tracking for a clear picture of learner progress.
- Customizable content to fit all kinds of training needs.
- Integrates with a bunch of other tools for seamless management.
- Automated messages make keeping in touch a breeze.
- Might take a bit to get the hang of the advanced stuff.
- Some of the cooler features are in the pricier plans.
- Focused more on online courses, which might not fit every training scenario.
Thinkific stands out as a one-stop shop for companies diving into online training. Its focus on customization and keeping learners engaged makes it a super valuable tool for impactful training programs. Plus, its easy-to-use interface and wide range of integrations make it a solid choice for creating training reports.
Absorb is a Learning Management System (LMS) that’s all about boosting your training programs.
Key features:
- On-the-dot time tracking: Keeps a precise log of training hours.
- Smooth session management: Makes setting up and running training sessions a piece of cake.
- In-depth reports and analytics: Lets you dig into the data to fine-tune your training.
- Integrates like a dream: Works seamlessly with other systems for a smooth operation.
Pros and cons of Absorb
- Pinpoint accuracy in tracking training time.
- Makes managing training sessions super easy.
- Gives you the lowdown with detailed reports.
- Links up well with other business systems.
- Might be a bit much to grasp at first.
- Could be pricier than other options.
- May not be as flexible for unique training needs.
Tovuti is an all-in-one LMS that’s got everything you need to create, run, and track top-notch digital training programs.
- Engaging digital training: Easy to set up and deliver training that sticks.
- Sharp tracking and reporting: Keeps tabs on progress and completion rates.
- KPI dashboards and custom reports: Offers insights to make your training even better.
- Certification management: Keeps track of certs, from issuing to renewing.
Pros and cons of Tovuti
- Comprehensive LMS with all the bells and whistles.
- User-friendly, so you can focus on the training, not the tech.
- Solid tracking and reporting for a clear view of your program’s success.
- Customizable certs to recognize your team’s hard work.
- Might need some tech smarts for the fancier customizations.
- New users might need a little time to get the hang of it.
- Pricing could be steep for smaller businesses.
TalentLMS is built for hassle-free training delivery, with all the support you need to make it a success.
- Customizable training portal: Keep an eye on everyone’s progress and training time.
- Flexible reports: Get the scoop with a range of report options.
- Automatic updates: Stay informed when courses are wrapped up or certificates need renewal.
Pros and cons of TalentLMS
- Super user-friendly, so you can get your training up and running fast.
- Tailor-made portal for tracking exactly what you need.
- Range of reporting options for deep dives into your data.
- Keeps you updated automatically, so nothing slips through the cracks.
- Some of the fancier custom stuff might need a bit of tech know-how.
- Pricing varies, so it might be a bit much for smaller teams.
- Could do with a bit of a facelift on the interface.
Trainual is all about making it easier to get your team aligned and onboarded with clear, easy-to-follow playbooks.
- Straightforward playbook builder: Get everyone on the same page, fast.
- Detailed progress tracking: See how each person and subject is doing.
- Insightful reports: Get the lowdown on completion rates, test scores, and more.
- Easy export options: Take your data and run with it for more analysis.
Pros and cons of Trainual
- Makes aligning and onboarding your team a breeze.
- Keeps a close eye on how everyone’s doing.
- Packs a punch with detailed insights and reports.
- Lets you take your data further with easy export options.
- New users might need a bit of time to learn the ropes.
- Customizing things could need some extra tech skills.
- Pricing could be a bit much for smaller businesses.
- The interface could use a touch-up for a smoother experience.
What should be included in a training report?
A training report should include training objectives, participant details, training content, delivery methods, assessment results, participant feedback, and recommendations for future training.
How often should training reports be updated?
The frequency of updates depends on the training program. Regular training programs may require monthly or quarterly updates, while one-off sessions might only need a single report post-training.
Can training report templates be customized for different types of training?
Yes, most training report templates are designed to be adaptable and can be customized to fit various types of training programs.
What are common mistakes to avoid in training report creation?
Common mistakes include overlooking important data, failing to align the report with training objectives, ignoring participant feedback, and using overly complex or technical language.
Set your customers up for success.
[ Note for writer: The use case related to the blog topic goes here in this section. Change the headline, and tweak the paragraph below according to the Use Case of the blog you are writing about, make sure to mention how Thinkific Plus helps!]
One of the most effective strategies to ensure customer satisfaction and loyalty is by helping them achieve the desired results with your product or service. This is where knowledge becomes a game-changer, and Customer Training LMS Software stands as a pivotal tool in this journey.
A Customer Training LMS Software will help you educate your customers on how to get the most out of what you offer, ensuring they have a satisfying experience, and helping increase customer retention along the way. Learn more about how you can achieve this with Thinkific Plus.
Conclusion
Thank you for exploring the world of training report creation with us.
If you’re ready to elevate your training reporting process and earp the benefits of online learning, our team is here to provide personalized guidance. To learn more about streamlining your training reports and to get pricing details along with a live demo of Thinkific Plus, request a call with a member of our Thinkific Plus solutions team today.
Daniela Ochoa is the go-to Content Marketing Specialist here at Thinkific Plus! With years of experience in marketing and communications, she is passionate about helping businesses grow through strategic storytelling, innovative digital campaigns, and online learning at scale.On this blog, she shares her expertise in content marketing, lead generation, and more.
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Training Report
Naturally skilled and competent employees are not that easy to come by. As a matter of fact, many business owners are more inclined to developing them instead. After all, it’s better to hire someone coachable and then put them through the right training program . The results often speak for themselves. If you are a business owner and you find yourself in need of tools to further sharpen your training programs’ results, then a training report sample doc is just what you need. Read on to not only discover how to make one yourself but to download the best sample training summary report from our list.
Training Report Examples & Templates
1. post training report template.
- Google Docs
Size: A4 & US
2. Employee Training Report Template
3. Industrial Training Report Template
4. Annual Training Report Template
5. Training Evaluation Report Template
6. Training Report Template
Size: A4, US
7. Free Sample Training Report Template
- Editable PDF
8. Free Employee Training Report Template
9. Training Report Format Template
Size: 20 KB
10. Free Sample Employee Training Report Template
Size: 24 KB
11. Sample Training Report Template
Size: 22 KB
12. Agency Training Report Template
Size: 31 KB
13. Training Report Card Template
- Illustrator
Size: 67 KB
14. Dog Training Report Card Template
- MS Publisher
Size: 206 KB
15. Free Real Estate Client Tracking Report Template
Size: 35 KB
16. Test Tracking Report Template
- Apple Pages
Size: 96 KB
17. Industrial Training Report Template
Size: US, A4
18. Employee Training Report Template
19. Post Training Report Template
20. Annual Training Report Template
21. Summer Training Report Example
Size: 58 KB
22. Sample Training Report Example
Size: 627 KB
23. Basic Training Report Example
Size: 516 KB
24. Patient Side Training Report
Size: 76 KB
25. Professional Training Report Example
What Is a Training Report?
A training report is a business report that summarizes and documents the results of a company’s training program. It is also written for the purpose of analysis; without this, a training program may not change or evolve over time. With a training report on hand, business owners can make better decisions over how and where their training programs or workshops can improve.
Tips for Creating Your Own Training Report
As important as professional reports are, there is no need to really fear or be hesitant about its creation process. To make things easier for you, be sure to follow these simple tips for creating your own training report sample.
Tip 1: Utilize a Template
When in doubt, there’s always the option of downloading free report templates. You can even get them from the list above. This will not only hasten the process but you now have a reference to study if you are still determined to write your own report from scratch.
Tip 2: Make Everything Clear
There’s nothing good about a training report that is difficult to understand. Even when the results of the actual training program are not simple to discuss, how you put it into words must be clear cut. Readers who do not get what they are reading won’t find any content useful, which will defeat the purpose of the report.
Tip 3: Write for Your Audience
When you come up with a training report in PDF , keep in mind that you are submitting this to specific people. Are they the type to enjoy a lot of details or are they only looking at the big picture? Thinking about things in that manner can help you go far with your reports. Write for them and everybody will benefit from it more.
Tip 4: Ensure the Complete Lack of Errors
Besides being overly convoluted, there is another thing that you have to avoid when it comes to your reports: mistakes. These can range from simple typos to outright misinformation. Double-check your report before submitting it so that you can be sure that you are properly reporting on the right training progress.
What is the purpose of a training report?
A training report is often utilized by business owners to keep track of any key takeaways from their training programs . That way, improvements can be made to areas that need them and management can see which areas are working out just fine.
Is there a strict format to adhere to when writing reports?
Due to the general nature of report templates , there is no single format to follow. However, it may help your company to adopt a singular training report format for the sake of uniformity.
What are the common elements of a report?
No matter what kind of report you are making, be it a feedback report on training attended by your employees or otherwise, there will always be common elements in each one. A title page will always be included, along with a table of contents and an executive summary .
It takes a while to find an employee that truly fits your ideal standards, which is why training those good enough to reach your desired level is often better recommended. That way, you can have a say in their development too. Now that you are better educated about how a training report doc works, what are you planning to do? Will you download examples like the monthly training report template or is creating one from scratch more up your alley? Either way, make your decision soon so you can act as soon as possible!
Report Generator
Text prompt
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- Professional
Generate a report on the impact of technology in the classroom on student learning outcomes
Prepare a report analyzing the trends in student participation in sports and arts programs over the last five years at your school.
How to Write a Training Report
by Kimberlee Leonard
Published on 2 Nov 2018
Business owners use training reports to track and summarize the key takeaways from training programs. The reports might review an organization's annual training program or focus on smaller training sessions. Business leaders use these reports to evaluate what is working and what isn't and to develop recommendations for change. When you write a training report, include basic formatting components so the data is easily absorbed.
What is a Training Report?
Generally, a training report will evaluate the positive and negative aspects of a training program after the event has occurred. As such, you'll start by defining the training program with a cover page that includes the name, location and date of the training. Include the date of the report, the author's name and contact information in a second block of information on the cover page. Depending on the duration of the training, some reports are necessarily longer than others. An annual review of a multi-city weekly training program is longer than a report concerning a two-hour training program, for example. Long reports incorporate a table of contents so readers can easily navigate the data.
Describe the Background and Objectives
Depending on the length of the report, training program background and objectives might be written as separate sections. Short reports often combine these components. The background component describes a training summary and how information for the report was gathered. Reports might include feedback from trainers and attendee reviews or surveys. Define why the training occurred and what leadership sought to accomplish by appropriating resources for the program. If the program doesn't define why the training occurred, it isn't possible to properly evaluate whether the objectives were met.
Describe the Training Methods and Activities
Include an explanation for how the training was conducted. Describe the presentation content as well as participant workshop exercises and the duration of each. Detail how learning aids were used in the course of the training program. Also, discuss any field trips that occurred in the course of the training.
Break this section into subsections if the training was extensive, conducted over extended periods of time and across geographic areas, or had many different types of activities. For example, a three-day sales-training workshop could have guest speakers, a sales manager breakout session and a ropes course for team building. Each of the speakers, sessions and the ropes course are explained in different subsections.
List Your Key Findings and Recommendations
Since the objectives and methods were previously defined, this section highlights the key takeaways. Review key feedback common in surveys. Be specific but don't get bogged down in too many details. The conclusions discuss potential implications to the organization based on the key findings. Make recommendations a separate section. Avoid combining recommendations with conclusions. There may be some overlap with the ideas discussed in key findings. However, keeping recommendations separate allows readers to succinctly find information to help the organization move forward productively.
Attach Supporting Documentation
Include supporting documents such as copies of training materials, slide presentations or agendas. This information is supplemental but helps future training program planners review exactly where new changes can be implemented during training.
All Formats
Report Templates
36+ sample training report templates.
Professional training is necessary for various purposes, such as mandated internal training before employees can go back to office work. A training report format is one of the essential parts of any training workshop or simple program. It is important as it helps present an overview of a training course and can help make decisions and evaluations effectively. Whether the program is for hospital reception, hotel maintenance, or food preparation, incorporating training reports is crucial.
Free Training Report Template
- Google Docs
Report Template Bundle
- Training Report Format
- Editable PDF
Sample Of Training Report
Training Report Sample Word
- Apple Pages
Post Training Report Template
Real Estate Client Tracking And Training Report Template
Test Training and Tracking Report Template
Training Report Example
Sample Employee Training Report Template
Example Of Training Report
How To Write A Training Report
Free Training Report Card Template
Training Report Writing Sample
Training Report Template Free Download
Annual Training Report Template
Free Training Evaluation Report Template
Sample Training Report Template
Free Post Design Training Report
Free Employee Back to Office Training Report
Printable Internship Report Template
Sample Monthly Report Template
Printable Weekly Status Report Template
HR Training Report Template with Front Page
Progress Report Template in Pages Example
Free Industrial Training Report Template
Free Brief Training Annual Report Template
Monthly Hotel Reception Departmental Training Template
Hospital Staff Training Report Template
Civil Engineering Training Report with Certificate
Free Coop Management Training Report
What Is a Training Report?
How to write a training summary report.
- Explain to the trainees what made you or your team create such a report.
- Determine what are the objectives and aim. It will be a good idea to make a detailed list and separate those goals that were met and those that were not.
- Include information about your sample training report. Consider adding information about the training summary analysis techniques.
- Explain some results from the training report summary . There is no need for you to give away the whole details. Just emphasize some important report details.
Free Corporate Workshop Training Report
Free Training Learning Development Report
Free Training Learning Feedback Report with Summary
Free Monthly Training Project Management Report
Job Training Plan Sample Report Example
Accident Safety Training Report Template
Sample Internal Training Report Template
Mandated Online Training Report Template with Introduction
Hints for Writing a Training Report
- It is necessary to write a report in an orderly manner. Document step by step what happened. While writing, pretend as if you are telling a story to someone who is not there. Be clear and concise.
- Avoid using jargon or nonstandard language. Make it simple and in plain English. Using jargon will leave an unprofessional feel in your report.
- Don’t forget to include statement templates. Reports are development analyses, and it pays to include realistic and real statements based on the training results taken.
- It is important to write a quick and complete training report. Don’t overcomplicate things and make it brief but complete with all the details needed for a training report.
General FAQs
1. what do you mean by a training report, 2. what are the elements of a training report.
- Cover Letter Design
- Executive Summary
- Table of Contents
- Company Introduction
- References and Appendices.
3. What is the Main Purpose of Training?
4. what are the various types of training methods.
- Case studies
- On-The-Job Training
- Coaching and Lectures
- Computer-based and E-learning
- Group Discussions
- Outdoor Training.
5. What Blunders Should Be Avoided in a Training Program?
- Relying on training that was delivered 3-4 years ago
- Usage of video or web-only solutions
- Employing untrained staff to deliver training
- Non-participation of management.
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Reporting on Training
A training annual report communicates your programs' return on investment to key leaders.
Tamar Elkeles is a numbers-cruncher. She knows exactly who her customers are and how they are consuming her product. She knows how much each customer interaction costs and what it brings to the bottom line. And since she knows that her success is measured by her results, each year she compiles an annual report that is shared with stakeholders.
Elkeles isn’t an accountant or a CFO—she’s vice president of learning and organizational development at QUALCOMM Inc., a San Diego-based wireless communications company. Her customers are some 9,300 QUALCOMM employees around the world; her product, the more than 500 different programs she and her staff develop and deliver each year.
Elkeles sees the time spent on the annual report as an investment. “It’s important to demonstrate the value of learning,” she says.
Experts say annual reports are a growing trend in learning organizations. “Training is now being held to the same standard as other [business] segments,” says Paul Sanchez, global director of employee research at Mercer Human Resource Consulting in New York. Learning professionals at all levels are now often asked to demonstrate training’s impact on business goals and to conduct return on investment (ROI) analysis. A formal annual report on training activity and results takes the idea one step further, consolidating individual analyses into one comprehensive report.
Plus, proactively compiling a report can help learning professionals make a positive impression on their organization’s senior management. “Do it before someone asks you for it,” says Leslie Joyce, chief learning officer at Atlanta-based home improvement giant The Home Depot. “Then they know you are really a business partner.”
Calculate and Communicate
Even the smallest training departments do some sort of post-training evaluation, and maybe even an occasional ROI analysis. But many departments lack a systematic approach to analysis and a regular means of communicating the results to senior management. In today’s competitive environment with each business function vying for its share of the budget, that can be a mistake.
“Every company today is looking for return on how it invests resources,” says Sanchez. “Training as a staff function absorbs a huge percentage of the revenue dollar. Companies want to know if the investment is being appropriately applied, and if there are effective, measurable results.”
A training annual report can answer both needs. First, it forces training managers to develop a systematic analysis approach, so that they can clearly demonstrate their results. Second, it provides a vehicle for communicating those results to senior management. “An annual report can absolutely help [training managers] with gaining a seat at the table,” says Theresa Seagraves, a training value and ROI expert and author of Quick! Show Me Your value (ASTD Press, 2004). “It provides the basis for an excellent conversation.”
Training professionals know that their budgets are often the first to suffer when business takes a downturn. Consistently reporting data on training’s positive effect on business goals can help break that pattern and put training managers in a stronger position to negotiate and defend their budgets, says Seagraves.
Learning professionals in the trenches agree. “If you don’t report on what you’re doing, people will say, ‘Of course [training is] valuable, but I don’t know if I can afford it this quarter,’ ” says Ted Hoff, chief learning officer at IBM in White Plains, N.Y. “When you have this kind of disciplined reporting, the same discipline you bring to a capital investment, people will follow up on the commitment” to training initiatives.
Discipline Boosts Departmental Value
But compiling a training annual report isn’t just an exercise in justification. Learning professionals say that sharing the report with training staff can reap departmental benefits as well. “The value comes from the discipline of running learning like a business,” says David Vance, president of Caterpillar University, the learning organization of Peoria, Ill.-based heavy equipment and engine manufacturer Caterpillar.
For instance, at The Home Depot, new cashier training used to be a blend of classroom training and two hours of hands-on practice in a simulated work environment. But the annual analysis showed that cashier effectiveness scores were mainly influenced by the classroom training portion, while the lab portion added little value. As a result, that portion of the training was eliminated. “We saved dollars by returning individuals to the floor two hours earlier,” says Joyce.
An annual review of the training department’s impact also can go a long way toward boosting morale and motivating employees who design and produce learning initiatives. “When people in the learning community saw [our results], it really did a great deal to motivate them,” says Joyce. “Suddenly your role is very concrete: Something you wrote changed the bottom line.”
Starting from Scratch
Some learning organizations already do analysis and reporting regularly for their own use; in these cases, it’s fairly easy to take the extra step of summarizing the data annually into a report for senior management. But training departments with no analysis and reporting foundation may be intimidated by the prospect.
“People are always afraid of the time investment,” says Seagraves. “It can be time-consuming—it’s hard for people to commit to that first time. But after you’ve done [the annual report] once, it becomes very easy to update.”
There are no hard-and-fast rules on the content of a training annual report, but as a starting point, Sanchez recommends following a basic outline:
- Review the company’s broader HR mission and the major issues facing the company that have been addressed through training—for example, reducing accidents in the workplace through safety training, or focusing on loss prevention through specialized training.
- Describe the training function’s goals and objectives for the past year. Specify the indicators used to measure the success or failure of each goal and report the department’s performance using these indicators.
- Provide an overall, realistic assessment against the budget. Demonstrate commitment to savings wherever possible. At The Home Depot, Joyce’s annual review includes data about any projects that have reduced the cost of learning development. “If the days to development are reduced, we know the cost savings of getting [curriculum] to stores a week earlier,” says Joyce. “If we turn an instructor-led module into an e-learning module, we calculate out the cost savings and learning impact.”
- Offer conclusions drawn from the past year’s performance and give recommendations for improvement for the coming year.
Digging Out the Data
Collecting the necessary data can be the biggest challenge in compiling a training annual report. While Hoff says IBM’s data capture and analysis process is largely automated through its learning management system, Joyce says much of the capture and analysis conducted at The Home Depot is done by hand. She says the company calculates such things as training programs’ ROI, impact on sales, and effect on turnover, losses and accidents.
At Caterpillar University, Vance and his team do some of the analysis manually as well—and he wouldn’t have it any other way. Vance says that much of the value of the annual report exercise comes in giving training managers a better grasp of the data surrounding their work. Having the analysis automated “would defeat some of the benefit—it’s like skipping your homework and someone gives you the answers,” Vance says.
Departments without readily available data can ramp up by embedding measurement indicators at all levels of learning. For each program, determine how you will evaluate its effectiveness. Then build a system to track those indicators over time—whether the data is part of a learning management system or is tracked using a simple Excel spreadsheet. For new programs, identify the measurements that will be used to quantify results, says Joyce.
If this all seems overwhelming, Vance recommends starting small. “You don’t have to do it for every program,” he says. Start with the top 10 training programs. Measure the programs based on Donald Kirkpatrick’s four levels of evaluation. (For more explanation on this analysis, see “Evaluating Evaluations” in the June 2002 issue of HR Magazine.) “We’re not talking a lot of money, or a dedicated person,” to measure the programs, says Vance. He says that even companies that don’t have a computer-based learning management system, or that track training data using an Excel worksheet, can benefit from “just starting the process.”
Don’t be discouraged by inexact data. “People want it to be perfect,” says Joyce. “The fact that you’re looking at it and thinking about it puts you eons ahead of people who aren’t even asking the questions yet.” Vance agrees: “It doesn’t have to be super accurate; you’re just trying to get in the ballpark here.”
Know Your Audience
When identifying what areas to highlight in a training annual report, be aware of your audience. “See what’s important to your chief executive,” says Seagraves. If the CEO is focused on the effect of workplace accidents on manufacturing output, highlight how safety training has reduced the number of accidents in the past year, and how productivity has increased.
If the executive spotlight is on increasing sales, focus on how targeted product knowledge training or sales training has boosted results. Seek out testimonial statements from managers who have seen training results firsthand. “It is always much better if someone else is communicating your value for you,” says Seagraves.
While it’s important to demonstrate the learning organization’s value and impact, don’t get too bogged down in data. “A lot of people won’t read it all,” says Seagraves. She recommends providing a one-page executive summary and succinct, one-line section headings to get the main points across in a quick scan. Then provide the heavy-duty data in backup sections.
“What [CEOs] want to know is, are you focusing [the training] in the right places? Can you take all the programs you’re working on and tell me how [reaching business goals] is going to happen?” Seagraves says.
IBM’s annual training report for executive management summarizes the activities and results that more than 1,200 learning professionals delivered to some 350,000 employees around the world. In the report, Hoff says, “we give aggregated results across all learning on certain key questions.” Examples of those questions include:
- How much did we invest in training?
- How much time did it take to conduct the training?
- How much value was realized from each training dollar spent?
- Across all courses, what did participants think about the programs?
The leaders of each of IBM’s six business units and each geographic region receive more-detailed reports that focus on training activities and results in their unit or region. “We give as much depth as is needed for the level of executive,” says Hoff.
Talking ’Bout an Evolution
Despite the label, writing an annual report is not really an annual event—it’s an ongoing process throughout the year. Most organizations track training data continually, with periodic review and reporting monthly, quarterly or semi-annually. These periodic reports come in handy in the third quarter—the time when most executives begin working on corporate annual reports.
Deciding to compile a training annual report is also a philosophical change for a learning organization—and, like any change, it takes time. “It’s an evolutionary process,” says Vance. “There aren’t any silver bullets here.”
But experts and experienced learning professionals agree the time and effort are well worth it. “If you want to be in the game, you need to have this groundwork laid,” says Seagraves. “Doing an annual report is an excellent way to lay the groundwork and get ahead of the pack.”
Jennifer Taylor Arnold is a freelance writer in Baltimore.
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Report writing course, structured findings: writing effective reports, available formats: full-day training course, multi-day training course, course outcomes.
This report writing course will:
- Help participants determine a report’s scope and depth prior to putting pen to paper.
- Provide participants with tools for identifying their report’s main points and supporting details.
- Suggest several steps writers can take to improve a report’s readability.
- Highlight common mistakes report writers make.
- Explain how to use white space, headings, bullets, and illustrations.
- Provide concrete guidance for creating effective executive summaries.
- Offer proofreading tips.
Course Overview
Learn to write reports that get read during this interactive report writing workshop. During this session, participants will learn how to identify their documents’ readers, how to adjust the scope and depth of their writing to accommodate the interests of different groups, a process writers can follow to isolate their primary message and its supporting details, and simple actions report authors can take to improve the quality of their prose. While this course is not a basic writing program, the workshop does address common errors writers make and solutions to those problems. Furthermore, participants will learn how to use illustrations and photos to improve the attractiveness of their documents. Following that discussion, the instructor will share guidelines for creating good executive summaries. The program concludes with proofreading tips for finding mistakes before a report heads to the printing press.
Program Objectives
At this program’s conclusion, participants should be able to:
- Identify a report’s readers.
- Define the scope of a report.
- Craft a thesis statement.
- Group information logically.
- Write an enticing introduction.
- Use headings, bullets, and other tools to make reading easier.
- Incorporate charts, photos, and other graphics to illustrate report findings.
- Create a compelling conclusion.
- Apply rules of standard English to their writing.
The following outline highlights some of the course’s key learning points. As part of your training program, we will modify content as needed to meet your business objectives. Upon request, we will provide you with a copy of the participant materials prior to the session(s).
Workshop Outline
Examining the evidence: what’s been happening.
This program kicks off with an evaluation of the current reports participants write. During this workshop segment, group members will identify elements that detract from or enhance the credibility of their writing. Next, they will highlight the specific challenges they wish to have addressed during the session.
Starting from Scratch: Write for the Reader
In this part of the program, we will discuss the importance of audience analysis and its role in determining the scope and depth of a report. Working with a sample report, the group will identify audience segments. Next, the participants will examine each segment’s interest in the topic, existing knowledge of the material, understanding of industry jargon, and additional elements that differentiate this group from other readers. Once they have a firm grasp of their audiences’ needs, we will look at how those requirements should influence a report’s design.
Creating a Thesis Statement: What’s Your Point?
A report is easier to write when a strong main idea exists. During this seminar segment, we will practice using a tool that will help participants identify a topic statement and its supporting ideas. By the conclusion of this part of the course, participants should have an outline from which they can work during the session’s remainder.
Making It Easy: Three Steps to Better Readability
Writing in the active voice, choosing accessible vocabulary, and using short sentences and paragraphs, are three actions writers can take to improve the quality of the texts. Working with examples provided by the instructor, participants will apply these rules. Next, they will review reports they have authored to determine whether those documents would benefit from the same treatment.
Preventing Laziness: Tighten Your Text
“There’s problems with the machine.” “Each employee should bring their ID to the meeting.” “The number of people failing the test are growing.” Wrong, wrong, and wrong. All of those sentences contain the type of errors that can ruin a piece of writing. During this part of the program, we will review the common mistakes writers make and discuss tips for avoiding such blunders. Following this discussion, participants will examine their writing and hunt for problems of which they may not have been previously aware.
Showing the Way: How Photos, Illustrations, and Formatting Can Help
If it doesn’t look good, it probably won’t get read. Unfair? Maybe. True? Yes. Sleek, clean, and good looking reports attract eyeballs. During this part of the workshop, we will review tips for improving a document’s readability with the use of headings, bullets, white space, and illustrations. What was that? You’re not artistically inclined? Thanks to many low-cost or no-cost stock image sites and drawing tools, you don’t have to be. Business Training Works maintains a list of such resources, and at the end of this segment, the instructor will share our latest finds.
Economizing: What’s the Executive Summary
Once a writer completes a report, it’s time to write the executive summary. These one or two-page documents get to the heart of a report’s main point, conclusion, and recommendations. In this part of the training program, participants will learn best practices for creating executive summaries. Following that discussion, they will draft a summary of their reports.
Checking Twice: Proofreading Tips
“How those typos made it into that report, I will never know. I swear they weren’t there when I was working on it!” At some point, most writers have the unpleasant experience of finding errors in their work despite having performed what seemed like a thorough review. Unfortunately, for many report writers, the more time they spend with their text, the less likely they will see its flaws. This inconvenient truth can make the proofreading process difficult. In this final course segment, we will offer suggestions for reviewing documents and catching errors that might have otherwise initially gone unnoticed.
At the program’s conclusion, participants should understand the elements a report should contain and the steps they should follow to succinctly present their findings.
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- Interactive facilitation conducted by someone who has a deep understanding of adult learning and the topic at hand.
- A post-training web-based skills check-in meeting if desired.
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You won’t get:
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- A talking head with a PowerPoint presentation and not much else.
- Lecture-based training that’s too academic, not practical, and doesn’t connect to life in the workplace.
- The sense that you are a number, a transaction, or a cog in a machine.
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L&D Metrics
Your Training Evaluation Report Template & How to Use It
Proving the strategic weight of L&D to stakeholders isn’t an easy task. There’s also no silver bullet to place L&D firmly as a business partner—L&D need to do that themselves. One of the tricks of the trade to help do this is a training evaluation report.
It outlines in plainest terms and greatest detail the employee and business performance impacts that a training program has achieved. Sound too good to be true? There’s still a lot of data to be collected and analysis to be done in order to create a truly valuable evaluation report.
We’ve included a free training evaluation report template for you in this guide, as well as a detailed look at the criteria and methods of analysis you’ll want to use.
What is a training evaluation report?
Training evaluation is the systematic process of assessing a training program to determine training effectiveness.
If that wasn’t enough “training” in one sentence, a training evaluation report outlines the business and performance impacts of a training program.
That includes:
- The rationale for and context of the training
- Brief overview of training delivery
- A list of learning objectives
- A list of participants and their training needs
- The evaluation model and method used
- An outline of the tangible impacts to employee and business performance.
Essentially, a training evaluation report justifies the value of a training program for employees, and thereby, their organisation.
What is the purpose of a training evaluation report?
Learning engagement and transfer of learning are two strategic L&D metrics that can feel rather elusive. Yet they are part and parcel of proving the value of L&D, both to employees (who you need to buy into and complete training) and stakeholders (aka your champions, change agents and those you’re answerable to).
But then that poses questions like:
- How you can be sure that training is effectively delivered?
- How do you know if employee training has a tangible impact on performance?
- How you can definitively present any data collected when it comes time to measure training ROI ?
And that’s before you consider that most training and capability building initiatives aren’t successful because the training offered doesn’t align with the reality of how work gets done.
So, we’re back to training evaluation. Reaction is the foundational level of the seminal Kirkpatrick evaluation model for a reason: It focuses on positive reactions to learning under the assumption that negative experiences will hinder post-training skills application or future participation.
Most learning solutions focus on the surface-level metrics, which puts you on the back foot from the start. This is a big reason behind why we created the performance learning management system (PLMS), the only solution that guides learners step by step to master the capabilities needed for their own and organisational success. And because it links learning to performance by way of capabilities, you can measure actual behavioural improvement, not just completions.
L&D should always be seeking business outcomes through training . If those impacts aren’t being felt, there’s likely something wrong with training itself. Yet without evaluation, you can’t define the issues (or wins), and without a report, you may not be able to communicate learnings in a way that all stakeholders understand.
Which means:
- It’s hard to convey the organisational value (and therefore financial justification) of L&D
- You won’t have clear insight on employee sentiments, a key tenet of successful training design
- Learning outcomes likely aren’t solving business pain points
- Visibility across L&D arms like instructional design, content creation and technology may be murky.
So, it’s not necessarily the be-all-end-all if you don’t write a post-training evaluation report, but it’ll certainly help you better understand and convey the value of training.
What are the criteria for evaluating training?
If not already clear, there are more than a few elements to assess when determining training effectiveness.
What you ultimately include in a training evaluation report is up to you, but we’d recommend criteria of:
- Learner reaction
- Learning impact
- Performance impact
- Business impact
- Return on investment.
Learner reaction
This is a three-parter.
- Satisfaction: That’s everything from the relevance of course content and mode of delivery to length of training sessions.
- Intention: A learner’s individual motivation to apply what they’ve learned.
- Reaction: The combined sentiment of learner satisfaction + intention.
Surveys or end-of-program questionnaires are the most common ways to collect this information. Smile sheets are often used too, but they won’t really provide the depth of insight you’re after here.
If this seems like it’s all too rudimentary and not all that strategic, remember that reaction, engagement and performance are intrinsically tied together. Negative experiences left unfettered turn into negative perceptions , which are more deeply rooted in workplace culture and harder to weed out as a result.
Learning impact
This again looks at multiple parts. You’ll want an idea of knowledge retention and skills application post-training. But for that, you need to understand other factors that impact transfer of learning.
You should be able to group those factors into two buckets:
- Promoters of learning
- Barriers to learning.
Culturally, there may be issues (like, ahem, deep-rooted negative perceptions or lack of champions and knowledge systems) that prevent learning from being sticky. In terms of training, it could be that content wasn’t contextual or timely enough.
Performance impact
On the flip side of learning transfer is behavioural change. Here, you can rely on performance indicators and learning outcomes to evaluate the efficacy of training design. Collaborate with managers, specifically through performance evaluations.
If this is starting to sound like a long-term evaluation endeavour, it is. Behaviours don’t change overnight, so you have to allow for some ramp time post-training. This’ll offer further information to determine the accuracy of training outcomes and delivery, since performance improvements should occur solely because of the training provided.
Also consider that most learning happens experientially or in the moment of need . (Side note on why these matter: You want year-round learning habits, not seasonal learning stints.) Post-training enablement and evaluation of said enablement should form part of the report, especially to understand the strength of your learning culture.
Organisational impact
If performance improves, then generally speaking, your business should experience positive impacts. That means assessing the leading indicators or goals you drew training outcomes from. (FYI, if you didn’t define training needs from business priorities, you’re going to find this section hard to measure.)
Think priorities like:
- Customer satisfaction
- Process improvement
- Employee engagement
- Team effectiveness
- Turnover and attrition rates.
Training ROI
Return on investment can be a tricky beast for L&D. Still, a training evaluation report is not proof of ROI, nor are any of the outlined performance or business impacts on their own. You need to calculate a monetary value for these impacts, i.e. a dollar amount that shows how L&D did (or didn’t) drive profitability.
Potential insights to include here are:
- Training costs. Think of the initial outlay for content creation or third-party libraries, software licenses and implementation, or time invested.
- Business revenue before and after training. It helps if you attach metrics to specific tasks. Did you run sales training aimed specifically at increasing sales? Were IT staff upskilled in the lead up to a new product going to market?
- Benefit to cost (BCR) ratio. Less often used, but shows a positive or negative investment to return outcome. For example, a BCR of 3:1 means that every $1 invested generated $3 in benefits.
- Return on investment percentage. If we borrow from the BCR ratio, we’d have an ROI of 200%. That’s $1 returned to the business and $1 in profit for every $1 invested.
- Payback period. Essentially, what was the time to profitability or positive return? Onboarding may have had a 12-month long payback before training; maybe a new training program reduced that to six.
Your training evaluation report example
If you’re still wondering how to lay out all that information, never fear. We’ve made a free training evaluation report template for you to adapt as you please.
Key takeaways
L&D should always be seeking to show the business impact of training. Without training evaluation, however, you’re not going to know if you’re meeting organisational goals, let alone if training is effective to begin with.
A training evaluation report gets you to analyse:
- Learner reactions, including satisfaction and learning intent
- Learning impact, or how the maturity of your learning culture impacts the strength of training
- Performance impact, aka long-term changes in employee behaviours and mindsets
- Organisational impact, i.e. tangible proof L&D is aligned with business strategy
- Training ROI, the monetary value of L&D.
And as a bonus, feeding this information back into your L&D processes only serves to promote innovation and strengthen your understanding of business needs.
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Home Training & Certifications Investigation Skills and Report Writing for Higher Education
Investigation Skills and Report Writing for Higher Education
Build on the Concepts from the Higher Education Investigation Foundations Course
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Title IX Fundamentals for Higher Education Investigation Foundations for Higher Education
Compose Clear, Cogent, and Compliant Investigation Reports
Investigation Skills and Report Writing for Higher Education focuses on improving interviewing techniques and post-interview tasks such as credibility assessment, information synthesis, and clear report writing.
Participants will review a sample investigation report to guide their understanding of report writing mechanics, format, and structure. Additionally, registrants will engage in various interactive learning activities to practice their skills and receive feedback from ATIXA’s experts.
Topics Covered:
- Overview of the Investigation Process
- Trauma and Investigations
- Investigation Strategy
- Notetaking and Recordkeeping
- Parsing the Policy
- Collecting and Managing Evidence
- Purpose of the Investigation Report
- Writing Mechanics
- Writing Clarity
- Absent Information
- Investigation Report Sections
Key Takeaway
Increase your proficiency at identifying bias, prejudice, and conflicts of interest, protect participant privacy, and eliminate problematic language in investigation reports to ensure compliance and professionalism.
After completing this training, participants will be able to:
- Develop interview questions designed to elicit information that is relevant to a specific allegation
- Explain how to apply the five factors to consider when assessing credibility
- Determine the information that should be included in each section of an investigation report
- Identify problematic language in investigation reports and suggest remedies
- Integrate different sources of evidence into an investigation report in a clear manner
- Use best practices for protecting participant privacy through redaction, etc
- Address the absence of specific evidence in an investigation report
- Provide examples of how bias, prejudice, and/or conflicts of interest may impact an investigation
Who Should Attend?
- Title IX Coordinators
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In-Person Training
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Please allow 7-10 days following the completion of the course and then log in on our website and visit the My ATIXA page to access the Continuing Certification Credit (CCC) program system. Please follow the instructions on the webpage to obtain your certification. Our CCC program allows those certified by ATIXA to track, maintain, and extend their professional development through our programs.
PLEASE NOTE: Certification refers to attendance at a qualifying event; TNG cannot speak to individual attendees’ knowledge, expertise, or command of the material.
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Report Writing Training
Home > Courses > Report Writing Training
Start date: Arranged on a date convenient for you
Who is the course for: Staff with report writing responsibilities
Duration: One day Course
The whole purpose of a report is to convey information to the reader in a clear understandable format, in order that the reader may make an informed decision upon. How many times have you read a report and been more confused after reading it than before? How many times have you become lost in the detail, which has overshadowed the main theme and arguments? This course is designed to provide the report writer with the professional skills to make their reports a compelling read that is easy to understand.
Course overview
This valued report writing training course gives report writers the necessary writing skills to prepare and complete a report professionally. It also provides them with the critical skills to evaluate their subject and present conclusions objectively. Focus is also placed on the importance of gearing the report content for the benefit of the reader and achieving the main purpose of any report – to convey information on a subject clearly, fairly and without bias.
The Report Writing Skills Course Content
We tailor all our courses to reflect the needs of the organisation together with the individual needs of each delegate. We use a combination of theory and exercises designed to develop delegates’ report writing skills. Real-life work scenarios can be built into the training to support the learning and help to generate ideas and solutions that can be implemented in the workplace.
How We Will Support Your Learning
On the day, a colour printed workbook with techniques, tips and space for notes will be available to all delegates for their personal use.
What are the Learning Outcomes?
Here are a number of learning outcomes from the Report Writing Skills Training Course which will provide you with the skills and confidence to prepare and complete professional reports:
- Recognise how to plan and complete reports for maximum impact
- Understand the Who, What, When, Where, Why and How
- Identify the different measures of readability
- Know how to tailor a report for a specific audience
- Understand the different stages and time allocation of report writing
- Know the difference between active and passive verbs
- Recognise when to use data to back up your report
- Identify which type of diagram to use to support your data findings
- Be able to effectively revise and fine-tune the report
A summary of the Report Writing Skills Course
This report writing training course covers skills from every angle, from preparation through to completion. We will teach you to write reports that prioritise value over volume. An essential part of this is knowing how to address multiple audiences, as you never know who will end up reading your report. By the end of the course, you will be confident in identifying important information to include in your report and relaying it in a clear and concise manner. To find out more about the course, feel free to get in touch with us today and ask any questions.
Module content
- Attributes and Objectives of Effective Report Writing
- Critical thinking
- Tailoring a Report for your audience
- The purpose of a Report
- Organising your information
- Setting aims and objectives
- Writing a Report
- Effective proof reading
- Grammar and punctuation
- General style guidance
- The 'So what?' test
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Learn Report Writing for Increased Convictions!
Now you can learn police report writing with the online training course that has been used by more than 35,000 officers and recruits so far. improve your writing skills today.
The crucial question in any criminal case is whether or not the suspect, the victim, or other witnesses are telling the truth. The answer can influence the course of an entire investigation.
This video-based training is designed to increase officers' skills and their ability to handle one of the most common yet complicated calls in police work: the domestic violence call.
Resources for Police Departments and Academies
The Law Enforcement Resource Center (LERC) has been providing police training videos, DVDs, online training, CD-ROMs, books, and archival media for police departments and academies nationwide since 1978!
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It’s here! Announcing our newly updated Report Writing course.
Enhanced Report Writing with YOU in mind.
Law Enforcement Resource Center (LERC) knows how critical excellent report writing skills are to everyone in the law enforcement community. That’s why we updated our Report Writing course. Not only is the content improved and features the latest report writing techniques, but we made revisions to the training format for a more constructive learning experience.
Report Writing features :
- Learning on-demand anytime, anywhere you have Internet access.
- Organized into short learning modules.
- Clear, easy-to-use navigation.
- Real-life learning scenarios with practical application.
- Learning is tracked, so you can leave the course and return without missing a beat.
- Knowledge assessments and certification upon successful completion.
What’s in it for you?
- Become a faster, more accurate report writer.
- Write reports more concisely and clearly.
- Create reports using everyday language.
- Improve your report writing confidence.
High value, low cost: $29.00 per course
Report Writing Online
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Report Writing
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Jon Kingsbury, JD
He has been a police officer since 1995. Most of his career has been spent in uniform, both as a patrol officer and supervisor, and currently holds the rank of Lieutenant. In addition, he has experience as a department physical fitness instructor, defense tactics coordinator, field training officer, SWAT team supervisor, and in-service trainer. Lt. Kingsbury received a BA from the University of Minnesota and a JD from Hamline University School of Law, graduating magna cum laude. He has instructed college courses in report writing and criminal procedure, as well as being law enforcement consultant in the areas of use of force and search and seizure. He is a member of several organizations, including the Minnesota State Bar Association, International Law Enforcement Educators and Trainers Association, and the National Tactical Officers Association.
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Effective Report Writing
When: September 11, 2023 – September 22, 2023 Where: Asynchronous Course (Canvas) Instructors: Mike Ecker Cost: $549.00 Add to Calendar: iCal | Google
Registration is full or closed. Please join the waiting list.
View all upcoming courses for Effective Report Writing .
Contact Information
Paula Parker Program Coordinator [email protected]
Course Description
Can your reports hold up to the most challenging criminal and civil attorneys? Criminal and civil cases can be lost based on what is written in reports. Proper documentation of reasonable suspicion and probable cause are the foundations of report writing. Reports contain critical information showing constitutional justification for searches and seizures. Reports also identify the actions and behavior of suspects in cases where an officer is justifying the use of force. An officer’s ability to write with clarity as they articulate details and timelines is critical. Reports need to be factual, chronological, and clear in the description of the crime scene or encounter. This not only applies to criminal investigations but internal reporting as well.
Asynchronous Course Delivery
Our asynchronous course is self-paced and delivered online through a learning management system called Canvas. The course provides detailed information on report structure, style of writing, and attention to details. It is a true one-on-one experience for attendees and provides each student the time to evaluate information and construct a report. Each report generated by each student during the course will be reviewed by a subject matter expert who will provide guidance and suggestions for future assignments. During the course, officers will practice writing reports based on videos and statements, demonstrating their competency in report writing.
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Course: Effective Report Writing ( Course Description ) When: September 11, 2023 – September 22, 2023, All Day Where: Asynchronous Course (Canvas)
Registration is closed. Please join the waiting list .
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Technical report writing.
Every day, the influx of information that organizations deal with is constantly increasing. And so do the reports and technical papers that have to be produced.
The Guthrie-Jensen Technical Report Writing Training Program is intended for those managers, supervisors and staff whose responsibility it is to document valuable information for use by the organization and its customers.
The program aims to develop the participants’ skills in the transformation of technical information into reader-friendly documents. Focus will be given to the importance of clarity, concreteness, coherence and conciseness in the writing of these documents. These documents are usually in the form of reports (status, progress or recommendation reports), manuals and proposals. The program is tailored to the kinds of reports in the organization.
E-mail or call us today at (+632) 816-1610 for more information about Guthrie-Jensen’s Technical Report Writing Training Program !
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Non-Credit Certificate Program in Clinical Trials Management and Regulatory Compliance
Accelerate your career in the field of clinical research with hands-on training in every step of the clinical trials process.
At a Glance
The online Clinical Trials Management and Regulatory Compliance certificate program, designed and delivered by experts in clinical research, gives you the skills and knowledge you need to jumpstart your career in the growing clinical trials field.
Become a Better Clinical Researcher
In six core courses built around real-world clinical trials, you will master the procedure cycle and administration of the entire clinical trials process, learn to navigate stakeholder interests, and implement up-to-the-minute regulatory compliance practices and ethical standards. You will finish the program with the ability to initiate clinical research studies, apply monitoring methods, and write exemplary documents and reports.
Designed For
Designed for early or mid-career professionals who want to work in regulatory compliance, medical writing, site management, or data analysis in the pharmaceutical industry, at a clinical research organization, or with an academic institution.
You Value Your Career, We Value Your Time.
Staying up-to-date on your career skills doesn’t have to take a lot of time. Our Clinical Trials certificate program is competitively priced and takes as little as nine months.
Learn with clinical research experts
Scientists and pharmaceutical industry executives, consultants and project managers, our instructors know every angle of the clinical trials process. In live classes informed by their considerable professional experience, Clinical Trials certificate instructors give feedback, support, and expert insight into the field.
The UChicago edge
Our professional courses take innovative learning approaches that uphold the University of Chicago’s distinct brand of academic excellence while driving career advancement.
- Synchronous class sessions engage students with instructors and peers.
- Content-specific and networking webinars foster extracurricular training and allow students to make valuable professional connections.
- Professional development services include resume review, access to exclusive job listings, and more.
- Program administrators support students throughout the certificate and beyond, from individual advising sessions to alumni services.
Career benefits
The global clinical trials market has been projected to grow to $84.43 billion dollars by 2030. The field is thriving. Key drivers like the globalization of clinical trials and new, personalized treatments continue to impact market growth, while demand for skilled professionals widens the job market: the need for clinical trials professionals will continue to outpace that for similar roles. To learn how our Clinical Trials management certificate can boost your career, please visit our career benefits page for more information.
The estimated total pay for a Clinical Research Associate is $71,868 per year, according to Glassdoor .
Triple your medical writing skills
The University of Chicago Professional Education offers certificate programs in Clinical Trials, Medical Writing and Editing , and now Regulatory Writing . Our programs feature a blended learning model comprising of live synchronous sessions, real-world case studies, and writing exercises that work to elevate your medical writing skills. These part-time programs are tailored to develop your skillset so you can apply to your career immediately.
Explore how you can become an expert medical writer in three leading areas:
- Clinical Trials Management and Regulatory Compliance : Learn to use real-world clinical trials to reinforce your foundational knowledge and boost your career in clinical research.
- Medical Writing and Editing : This program will provide the foundation for mastering the fundamentals and best practices of medical writing, editing, and communication.
- Regulatory Writing : Building on the strengths of our Medical Writing and Editing program, Regulatory Writing courses will provide students with high-demand, professionally valuable skills to write submissions to the FDA and other regulatory bodies.
Clinical trials management offers a real spectrum of career paths. Students who complete the certificate have options spanning the pharmaceutical industry, clinical research organizations, and academic institutions, where they can consider careers in medical writing, site management, regulatory, and more.
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Of interest, non-credit certificate program in regulatory writing.
Gain in-demand medical writing skills that will help elevate your career in healthcare or medical...
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Accelerate your career in clinical trials.
A Global Perspective on the Pharmaceutical Industry
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Filling the Gap: Training the Workforce in Evidence-Based Public Health
For more than two decades, the Prevention Research Center (PRC) at Washington University has been training public-health practitioners from around the world in Evidence-Based Public Health, showing them how to develop programs and policies for communities based on local preferences and proven solutions to public health problems.
In its most recent training at the university’s Knight Center in March, the PRC team welcomed 28 participants from six state health departments and the Federated States of Micronesia.
“Less than 20 percent of public health employees have a degree in public health,” said Ross Brownson , Director of the PRC and the Steven H. and Susan U. Lipstein Distinguished Professor at the Brown School. “Our course, a partnership with the National Association of Chronic Disease Directors, plays an ongoing role building the public health workforce.”
The March training was a three and a half day course attended by people working in day-to-day public health practice in Arkansas, Texas, Rhode Island, Kansas, Missouri, Iowa and Micronesia. Among the leaders attending the training were Nancy Sutton, Chief for the Center for Chronic Care & Disease Management at the Rhode Island Department of Health; and X-ner Luther, Non-Communicable Diseases Section Chief, Federated States of Micronesia Department of Health and Social Affairs.
Participants gave the session high marks.
“This training is not only a place where you improve your skills in addressing the vast challenges of chronic diseases, it’s where you learn to appreciate perspectives from a diverse team of experts in public health,” Luther said. “It enabled me to better understand the importance of having a framework that supports evidence-based decision making. It has equipped me to improve my work to better serve my people in the big ocean state/country of Micronesia.”
Sutton agreed.
“This training was exceptional,” she said. “Both those of us who have been in our careers for over 25 years and those who are newer in their careers benefited from the guidance and tools provided. Staff have already shared how they have applied what was learned to improve their approach in framing policy position papers, completing grant applications, and building relationships internally and external to the department of health.”
Evidence based public health (EBPH) is the development, implementation, and evaluation of effective programs and policies in public health through application of principles of scientific reasoning. The process involves integrating research-based interventions with community preferences to improve the health of populations and health equity. The course has focused primarily on skills for practitioners in chronic disease prevention and control. Through presentations, practice exercises, and case studies, the course takes an applied approach and emphasizes information that is readily available to busy practitioners. A 10-week online format is also available.
Since 1997, the EBPH course has reached nearly 4,000 public health practitioners representing all 50 states, 2 territories, 34 countries, and 4 continents. Findings from evaluations of the course have been published in multiple peer-reviewed journals, and a book based on the course is now in its third edition.
In a 3–5-day in person training, the course focuses on 10 specific skill sets to improve public health practice. In evaluations participants provided after the March training, participants applauded the program and said it provided them with practical guidance to improve their work in a variety of ways, among them:
- Involving people who are impacted or at high risk for specific health issues in decision-making and program planning.
- Ensuring equity is central to evidence-based decision making.
- Developing data briefs about cancer to present to legislators.
- Using data to effectively describe who the disproportionately affected populations are in a given chronic disease/condition in a geographic area and why they are affected.
One participant said the training changed their views about their job dramatically.
“I went in feeling like my work wasn’t all that important,” they said. “Now, I have a different perspective on what I do and how it affects the health and well-being of those in my state.”
For more information about Evidence-based Public Health, see https://prcstl.wustl.edu/items/evidence-based-public-health-training/ . For more information about the National Association of Chronic Disease Directors, go to https://chronicdisease.org .
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Step-by-step guide to filling out a training report. Writing a training report well is key to capturing what your training program achieved. Here's a simple guide on how to use a training report template effectively, along with some handy tips: Start with clear objectives: Kick things off by spelling out what you wanted the training to achieve.
Step 1: Plan your report. 2. Step 2: Collect and analyze data. Be the first to add your personal experience. 3. Step 3: Write your report. Be the first to add your personal experience. 4. Step 4 ...
What Is a Training Report? A training report is a business report that summarizes and documents the results of a company's training program. It is also written for the purpose of analysis; without this, a training program may not change or evolve over time. With a training report on hand, business owners can make better decisions over how and where their training programs or workshops can ...
1. Plan your structure. 2. Use clear and consistent formatting. Be the first to add your personal experience. 3. Add visual elements. 4. Proofread and edit your report and summary.
As such, you'll start by defining the training program with a cover page that includes the name, location and date of the training. Include the date of the report, the author's name and contact information in a second block of information on the cover page. Depending on the duration of the training, some reports are necessarily longer than ...
Writing a training summary report in Word can be tedious most of the time. So to make your report making less stressful, templates are the best solution. ... A training report is a document that evaluates the positive and negative aspects of a training program once it has transpired. It includes an overview of the training program details such ...
2. Follow the Right Report Writing Format: Adhere to a structured format, including a clear title, table of contents, summary, introduction, body, conclusion, recommendations, and appendices. This ensures clarity and coherence. Follow the format suggestions in this article to start off on the right foot. 3.
IBM's annual training report for executive management summarizes the activities and results that more than 1,200 learning professionals delivered to some 350,000 employees around the world. In ...
What you'll learn. Save time when planning a report by knowing the essential questions to ask. Increase the impact of a report by understanding its purpose. Structure complex information and ideas confidently and quickly (under five minutes) Decide what sections to include in the report - and what should go where.
This report writing course will: Help participants determine a report's scope and depth prior to putting pen to paper. Provide participants with tools for identifying their report's main points and supporting details. Suggest several steps writers can take to improve a report's readability. Highlight common mistakes report writers make.
Training evaluation is the systematic process of assessing a training program to determine training effectiveness. If that wasn't enough "training" in one sentence, a training evaluation report outlines the business and performance impacts of a training program. That includes: The rationale for and context of the training. Brief overview ...
Do you need help planning your training program? Call 877-226-7070 www.mclabs.com 6 STRATEGY You are about to begin a complex training program, involving considerable resources and time . Before you get into the nitty gritty details of your training plan, it is imperative the goals address the overall business case for your training program .
Investigation Skills and Report Writing for Higher Education focuses on improving interviewing techniques and post-interview tasks such as credibility assessment, information synthesis, and clear report writing. Participants will review a sample investigation report to guide their understanding of report writing mechanics, format, and structure ...
Here are a number of learning outcomes from the Report Writing Skills Training Course which will provide you with the skills and confidence to prepare and complete professional reports: Recognise how to plan and complete reports for maximum impact. Understand the Who, What, When, Where, Why and How. Identify the different measures of readability.
expectations and fears regarding training. Pre-training assessment test was taken from the participants. Training norms were set with consensus from the participants. These were as follows: - Participants respect each other's' point of view - Respect the diversity in the group - Ensure daily attendance as per schedule
With this report writing training, you will have the confidence on craft reports that will deliver the message you are intending and be well-received by your managers. Go. Governance Skills Tips; Report Writing Technical: Step-by-Step Guide and Tips. Related Articles:
Look no further than our Bulletproof Report Writing course. Our training program is designed to help officers develop the critical articulation skills necessary to construct detailed and solid statements on encounters. With the power to articulate, officers will learn how to write reports that discourage filings for motions to suppress evidence ...
Law Enforcement Resource Center (LERC) knows how critical excellent report writing skills are to everyone in the law enforcement community. That's why we updated our Report Writing course. Not only is the content improved and features the latest report writing techniques, but we made revisions to the training format for a more constructive ...
Federal Law Enforcement Training Centers. FLETC Contact Center. (912) 267-2447. #[email protected]. About FLETC. Accessibility. Budget and Performance. FOIA. For the Public.
Program Coordinator [email protected]. Course Description. Can your reports hold up to the most challenging criminal and civil attorneys? Criminal and civil cases can be lost based on what is written in reports. ... Document and report; Report writing training tactics and strategies : Address and review grammar basics: Essential grammar, spelling ...
The program is tailored to the kinds of reports in the organization. E-mail or call us today at (+632) 816-1610 for more information about Guthrie-Jensen's Technical Report Writing Training Program! Guthrie-Jensen's Technical Report Writing. Technical Report Writing Courses at Its Best!
Clinical Trials Management and Regulatory Compliance: Learn to use real-world clinical trials to reinforce your foundational knowledge and boost your career in clinical research. Medical Writing and Editing : This program will provide the foundation for mastering the fundamentals and best practices of medical writing, editing, and communication.
For more than two decades, the Prevention Research Center (PRC) at Washington University has been training public-health practitioners from around the world in Evidence-Based Public Health, showing them how to develop programs and policies for communities based on local preferences and proven solutions to public health problems.. In its most recent training at the university's Knight Center ...
The Consortium is catalyzed by the work of the U.S.-EU Trade and Technology Council's (TTC) Talent for Growth Task Force, with the goal of exploring AI's impact on ICT job roles, enabling workers to find and access relevant training programs, and connecting businesses to skilled and job-ready workers.