Transforming a reactive training or learning department (Part 3)

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Why should you consider what is evaluated after training? It will get you thinking about impact rather completion of  activity or training numbers only.

I do have an action plan for my committed readers.

Write down at least 3 measurable ways in which the learning interventions have improved business results. 

Note the word measurable. It should be measurable with data to show.

If you found it hard to write down anything or you mumbled some words like "how will I start?"; "We have never done this"; " It is too cumbersome" ;" This is not what we normally do", then you need to start think about MEASURABLE  ways to state training impact.

The second step after recognizing the need for change is to look at how to measure the impact of the trainings you do. What can we do? Watch out for Part 4.

Think about it.

Tip:

http://www.businessperform.com/workplacetraining/evaluating_training_effectiven.html

Kirkpatrick Model for Evaluating Effectiveness of Training Programs
  • Level 4 - Results
    What measurable organizational benefits resulted from the training in terms such as productivity, efficiency and sales revenue?
  • Level 3 - Behavior
    To what extent did participants change their behavior back in the workplace as a result of the training?
  • Level 2 - Learning
    To what extent did participants improve knowledge and skills and change attitudes as a result of the training?
  • Level 1 - Reaction
    To what extent did the participants find the training useful, challenging, well-structured, organized, and so on?

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