Measuring Training Effectiveness: Here is 3 ways

Training ROI

ROI on Training.

While we believe that to varying extents, organisations generally value training and developing their people. Part of the biggest challenges that Training, HR, and Learning & Development Managers struggle with is measuring with precision the effectiveness of training.If they could do this convincingly we believe the days of “picking up the crumbs” at budget meetings will be well and truly over for them.

The dreaded question is : Did anyone really learn? If so, prove it?

It’s clear that learning and development professionals are struggling to answer this question – a question we simply can’t afford to ignore any longer.

The days of measuring learning based on multiple-choice questions are gone. This type of measurement is focused on short-term retention of knowledge as opposed to a long-term ability to apply knowledge. Ultimately, the goal of corporate learning should not only be  to see a return on the investment of training, but to improve the skill sets of PEOPLE!

In today’s world, the ability to successfully DO something absolutely trumps the ability to pass a test. With the rapidly growing need to get employees educated and running at peak performance, organisations need to focus on other ways to measure the fact that learning is actually taking place. This will allow them to focus their time, energy and resources on training initiatives that move the needle.

Here are 3 ways for measuring training effectiveness :

1.Visional Confirmation

In traditional trainings, learners demonstrate their knowledge by performing a role-play. Technology allows us to take role-plays a step further. Instead of demonstrating knowledge that may or may not be true to the learner’s job, learners now have the ability to share visual confirmation they’ve completed a task in real life. Imagine employees uploading a video or audio recording and/or submitting other visual proof of a task completed (for example a screen shot or video via smartphone). Now, imagine a training manager having access to those videos (and other visual proof) of employees using knowledge from a workshop in real life. Visual confirmation doesn’t only change HOW learning is measured, it can also impact the way we train by honing in on the most effective training initiatives and taking the closer look at those initiatives that aren’t “measuring up.”

2.Social Ownership

The ability to teach others is one of the highest forms of mastery of a subject. Social Ownership puts learners in the position to teach others by showing how they apply concepts in their real world. This concept not only engages employees to teach and learn from each other, it also gives training managers the ability to measure how well concepts are being implemented within the organization. These peer-teaching moments can be captured via video or by having peer-peer workshops.  Ultimately providing a new way to get employees involved and engaged to increase training effectiveness.

3.Skill Assessments

Creating a visual assessment of an employee’s skill set and performance before and after a training moment. These snapshots, or skylines, of a learner’s abilities can give a clear picture of performance and skill improvements you can directly tie to training. A simple example would be, testing a sales person’s current sales skills prior to training, then retesting the individual after the event to see the delta. There are so many improvements going on in this area right now because of data analytics, it’s a good one to jump on ahead of the curve.

These are just 3 ways organisations can improve the way they measure training effectiveness. We’d love to hear how you measure learning in your organisation so we can continually be improving www.accelerateperformance.co.za


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