Transforming a reactive training or learning department (Part 3)

-
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?

Comments

Post a Comment

Popular posts from this blog

Using your internal talent as trainers

-
Image
Every year organizations spend money on consultants for a whole lot of things and training is not left out.   We go through rigorous processes to select the best. I will like to see things from another perspective and that is developing trainers within the organization. You will spend but trust me not as much when using external consultants in the long run. Let me be frank with you; THE BEST RESOURCES ARE WITHIN YOUR ORGANIZATION . They understand the system, people and culture within the organization. What we see is that a lot of organization shy away from this wealth of resource and continue on a ride with too many consultants. Tips for using internal talent as trainers 1. Determine the competencies required for each job role. Nothing complex. 2. Categorize the training offerings that will address the required competencies. Those trainings that can be facilitated by internal talents and external consultants. 3. Design a simple framework for utilizing internal tal...
Read more

Developing training skills: tips you have never been told Part 1

-
Image
We are all trainers in one way or the other and no one was born with a special skill to train. We develop it and those who are good at it; keep at it while learning everyday. In my years of conducting training, I have come to learn certain lessons which I want to share with everyone that desires to become a trainer or a better one. 1.  You need to have passion : Passion to train others; passion to see improvement in the system; passion to save lives; passion to see people become better at what they do. I moved from a banking career to international development job specifically in health. While I understood training as a whole, the subject matter was strange but I did something: I looked within to find a connection and I realized that the people I train will be responsible for saving other people's lives. That is where I found my passion. 2.  People are key in training:  Content without the people to train is no training so we need to have and show genuine inter...
Read more

Mistakes/errors can be a learning tool for improvement

-
Show me that person who has never made a mistake or error and I will show you someone who hasn't been adventurous or tried anything new. We all make mistakes and errors. Mistakes and errors can be a very good opportunity to learn; however the fear of not making mistakes has crippled innovation in many organizations. Nobody makes a conscious effort to make errors; it is in the process of doing or creating something that we make mistakes.  How can we turn mistakes or errors to a learning opportunity? 1. Separate personality from the error. Who goes about breaking plates? 2. Have a discussion about what was the reason for the error. 3. Ask what could have been done better. It gives room for improvement. 4. The fear of mistakes and errors can cripple a team or company; create room to try new things even if it is not the norm. 5. Avoid the scenario of sidetracking the individual because they have made an error. Challenge them the more. The mere thought of th...
Read more