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Published date: July 19, 2017
Last modified: July 25, 2017

Measuring training – a practical guide.

 

The measurement and evaluation of training is a key consideration before any organisation makes a commitment to investing in a particular programme. Here’s a plan to ensure all training is continually evaluated and is making a real contribution to the business goals of the organisation.

Business performance and change Before embarking on any programme it’s important to establish a benchmark against which all future evaluation is measured:

  • Goals of the business
  • Staff morale and commitment
  • Staff skillsets
  • Productivity
  • Financial background
  • Working practices
  • Business goals and targets

Identify the training needs of business and the individual There are numerous tools available to assess and understand the specifics of the training required to achieve the necessary outcome. These include:

  • Regular appraisals
  • 360° feedback tools
  • Set a benchmark of business drivers and needs
  • Training needs analysis tools

Measure the programme and its delivery It is important to use a range of tools to assess feedback at the time of delivery. These include:

  • Training programme feedback sheets
  • Debriefing
  • Development of action plans

Review stage outcomes Evaluate effectiveness at interim periods:

  • ‘Before/after tests’ could be appropriate for certain roles
  • Continued self-reporting and/or action planning
  • Revisit training programme content
  • Regular reviews of objectives

Monitor behavioural change Consider how the completed project has made significant behavioural or attitude changes when measured against the original needs of the individual and the organisation:

  • Anecdotal evidence of visible behaviour change
  • Performance – benchmark against ‘before’ position.
  • Regular 360° feedback and self-reporting, including assessment of line managers.
  • Revisit training programme content with individual.

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