When an organization plans for employee training, the expectation is to have better skills, higher productivity and most importantly better retention rates. As a professional corporate trainer and party anchor in Mumbai, Gaston Dsouza recommends asking the following questions after the training program:
- Were the participants able to utilize their learning at work and improve their performance?
- Was the training effective in imparting the necessary knowledge and skills to the group?
The answers to the above questions will help you to know if the training was worthwhile the investment. However, it will be necessary to measure the training outcome in order to answer the question.
Why is measurement of training effectiveness necessary?
Statistics show that lots of organizations invest a substantial amount of money in training their employees and the investment is growing every year. Apart from boosting knowledge and skills, the measurement of training effectiveness is a necessary tool in order to boost employee retention through focussed engagement. It also serves as a pointer that helps while planning future training workshops.
It is the organization’s responsibility to ensure that its employees are able to showcase the positive impact of training through increased productivity and improved problem solving skills. No organization wants to invest their time, money and effort by engaging in trainings that do not provide expected results. Increasingly, organizations too want to have access to assured metrics and methods that are able to effectively measure training impact and ROI of their training initiatives. You can customize your own measurement techniques by sifting through various techniques given below.
Training Effectiveness Evaluation
A few common methods of evaluating the impact and effectiveness of training are:
- Face-to-Face discussions
- Certification exams
- Post-training forms/quizzes
- Participant case studies
Since it is important to quantify your organization’s investment in corporate training, it is necessary to focus on collecting as much data as possible post-training. It is best to plan the factors of measurement and the methods of collection before the training begins as this will help you to plan more effectively. The Kirkpatrick Evaluation Model is one such method that
has been known and recognized as a proven model.
The Kirkpatrick Evaluation Model
This model was developed by Donald Kirkpatrick, a Professor at Wisconsin University during the 1950s. Due to a simple 4-level approach, this model has gained popularity and has been successful in measuring the impact of corporate training programs on employees. This model uses the following four levels of measurement and key indicators
Reaction: In this level, the learner’s reaction to the training is measured along with the usefulness and its relevance. It makes effective use of questionnaires, surveys and one-to-one interactions with the participants post training.
Learning: In this level, the skills and knowledge gained by the participants is measured, as a direct result of training. Various metrics like pre and post training Test scores, impact on performance KPI, Supervisor’s feedback, etc. are used to understand if the training has been able to meet its desired objectives.
Behavior: In this level, the impact of training on the employee’s attitude and performance at work is measured by using a combination of the following methods:
- FGD-Focus Group Discussions
- Self-Assessment Questionnaires
- On-the-job interpretations
- Feedback from line managers and peers
- Customer surveys
Results: This level includes the measurement of tangible results for areas like improved quality, better productivity, lower costs, quick project completion time and boosted morale. The metrics for measurements are Employee retention, higher morale, better business results, improved work quality, customer satisfaction index and enhanced productivity.
Leading training specialist and event host in Mumbai, Gaston Dsouza utilizes a combination of the above techniques. Though this is a popular and effective ways of measuring training effectiveness, it can be time-consuming and expensive. You can measure only those parameters that can help you to reach a decision about the training value. Measuring everything isn’t necessary.