Most training programs are conducted by companies to ensure that their employees can contribute to their goals without any problem.
Training programs are crucial to ensure that your employees are ready to do their job in a specific skill.
These training programs cost to be expensive! If the program does not turn out to be effective, then the money and time invested would go in vain.
This is the reason why evaluating a training program is critically important.
So, how to evaluate the training programs?
You can evaluate your training program through four strategic methods. This should be a continuous process that goes along with the flow of each training program.
Here are the four steps to evaluate training programs:
1. Choose the most relevant training model for evaluation:
There are different types of training evaluation models for different areas and desired outcomes. Therefore, you must choose a training evaluation model matching your desired outcomes. Here are three examples:
● Kirkpatrick’s Four level model: This model is ideal for people who want to improve their return on investment by cost-efficient training to make their employees more efficient at handling and using resources.
● The CIRO model: This model helps in evaluating the management training courses. It focuses on evaluating before and after taking a specific program where you check the context and then the outcome of the program.
● Phillips ROI model: Phillips’s ROI model focuses on return on investment. This model identifies how the employees are reacting to the training and its impact from the training.
2. Be clear on the expected outcomes of the training:
To know whether a training program is working, you need to define the desired outcomes from your training.
For example, is the training needed for:
● New skill development.
● Employee satisfaction and retention.
● Cultural impact on employees
● ROI generated after training.
These are some of the outcomes that you can expect from specific training. You can mark your outcomes like this to measure your training effectiveness.
3. Take feedback from your employees
Once your training is done, then you need to get feedback from your employees regarding the training. There are different ways to gather this feedback.
● Questionnaires: These refer to the set of questions regarding a specific topic. You can ask specific questions and may even include a before and after questionnaire to gauge learning.
● Personal interviews: After training, you can conduct a one-on-one interview. A quick personal interview will help you to identify whether the training was effective. This will allow you to see body language and ask to follow-up questions, rather than using an impersonal questionnaire.
● Create a focus group: You can select a cross-section of training attendees and get their feedback in a focus group. This can facilitate further discussion and collaboration on how the training outcomes. For example, this could include a group of employees who are doing well, partnered with those not doing as well.
● Observe your employee behavior: You keep an eye on your employees’ work and behavior post-training. Make sure that you have a specific scorecard for the observation. This step is important for the reinforcement of training topics by managers.
4. Analyse data
Once you have collected the feedback and the data, then you need to do a thorough analysis of the data. Make a record of pre-training and post-training for each training topic. Notice the differences after the training and build a plan for further training using this analysis.