Are you planning to do training and you are worried about measuring the results? While training is important and it plays a key role in expanding the knowledge base of employees and ticking up performance, it’s somewhat complicated to measure the efficacy of the training.
Training programs are meant for various reasons from development at junior to skills sharpening to improve production or build confidence in employees. For instance, at the onset of COVID-19, we had several companies train the employees to take caution while performing their duties as well as introducing new measures as they adapt to working from home.
Unlike on the job and inhouse trainings that you see results and changes on the employees, it quite difficult to asses a large crowd of people. For instance, with the virtual trainings, you hardly meet the participants to gauge the effectiveness of the training and the traditional measuring methods cant cut through.
How to measure effectiveness of a training
So how do you measure the effectiveness of training? Here’s how you successfully do it:
Before starting your training, gather baseline data from the group of people who are going to b trained and gauge their knowledge on the topic that you are bout to train. You will be able to note their key areas of weakness and strength.
After the training, evaluate them once again and see what they have gathered so far. With this you will be able to note of the improvements in their performance or general areas of their weakness.
Visual authentication of effectiveness
You can get visual confirmation of trainees after a training by giving them a real-life experience exercise. For instance, if your training is based on photography, you can always ask them to take a series of photos and analyze them according to effectiveness of the program. Such visual proof can help you gauge the success of your training.
Individual interviews and on the job observation
This would be very effective for an inhouse training for a small group of people. At the end of your training, you can evaluate your participants individually from one on ones to exercises to gauge their performance. This will give you a clear picture of their understanding and where their needs improvement.
Another way to measure the effectiveness of training is by conducting certification exams. No one ever wants to fail. So, there is a high possibility that if you promise them an exam at the end of the training you will capture as much information as they can to get the exams done.
Kirk Patrick Model of evaluation
Lastly, you can measure the impact of your training using the kirk Patrick model of evaluation. How does it work?
The model basically helps you effectively measure your training using four levels. They include:
- Reaction- which involves assessing how participants felt about the training and the value of the training to their work or daily activities.
- Learning- This involves gauging the understanding of a topic and the degree of skill development by taking pre and post measures with assignments to help understand if the training objectives were met.
- Behavior- This includes evaluating the behaviors of the trainees after the training from how they applying the activities in their everyday work.
- Results- This involves checking if the business objectives linked to the training have been met.
Conclusively, every training and trainee is unique on its own and most of the time you might find applying similar measuring methods sounding ineffective. There are such chances like having the participants take up the new changes slowly in their daily activities but in the long run end u performing best.