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Training Evaluation

10 Top Tips For a Strategy

 

By Michael Anthony Paul Anderson  

  1. Have a systematic evaluation tool that is easy for others to learn. Whether this is a paper-based system or electronic. It is important that any evaluation of training has a clear set of procedures and logical sequence to follow. Evaluating training isn't always obvious to people.
  2. Training evaluation should be simple. Make sure the system is easy to explain to others. In order to use the system people need to learn it. This means it needs to be taught and explained. Complicated systems can affect engagement with it and its overall efficacy.
  3. Decide what 'training' it is you are evaluating exactly. Is it a practical skill, an intellectual one, a behavioral one. Also, training in what? Leadership? If so, what level of leadership, in what context and under what circumstances? There is no single skill called leadership so the context and circumstances should be clear.
  4. Evaluating training can require a range of methods. Decide how you are going to 'evaluate'. Are you going to use quantitative methods or qualitative ones? Or both. If so, how are you going to use them? Again, make sure these are explainable.
  5. Training evaluation needs to be transparent. See that trainees who engage with the system understand that their training is being evaluated. This is necessary both for practical reasons of genuine engagement and involvement, as well as for ethical reasons.
  6. Make sure the system can record before, during, and after training so that improvements can be measured. There is no way of knowing how 'good' you become at something, or how better you get, if you have no idea what you're comparing.
  7. Have a way of calibrating the system from time to time so that it can be tweaked and refined. You can do this by asking trainees who use it for feedback on the system itself.
  8. Make sure you can measure the ROI of your training evaluation. This is the whole point of an evaluation system for training. If you can't measure the return on investment then there is no way you can if training works. It becomes performative function with no reflection - literally a mindless activity.
  9. See that the system itself is cost-effective to run. Inexpensive and easy access to a system that is automated and online can save time, energy and money.
  10. If you are evaluating training in a large organization it can pay to have someone who understands the system to be a dedicated manager of it. Championing its value and helping people to get it working for them and their careers. Some organizations get external providers to run systems for them.

Michael is a management consultant and trainer who now helps individuals and small businesses develop their consultancy skills and sell their knowledge and skills. Click on my link for more info

[http://www.evaluating-training.com]

Article Source: http://EzineArticles.com/expert/Michael_Anthony_Paul_Anderson/266919

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