Nasrullah MohammedPortfolio Manager| Advanced Electronics CompanyRiyadh, Riyadh, Saudi Arabia
There may be many ways to measure the effectiveness of training. Some methods may also be quite a project on their own (especially if you are doing an ROI study) but bring more value to the organization and provide better data for executives.
What are some ways you have used to determine if training has been effective? Saving Changes...
Mike DewingSenior Project Manager / Program Manager| MLD Holdings Ltd.Surrey, British Columbia, Canada
Performance monitoring and evaluations of the trained resources is key. Can provide stats on individual or training material and instructor effectiveness Saving Changes...
Nasrullah MohammedPortfolio Manager| Advanced Electronics CompanyRiyadh, Riyadh, Saudi Arabia
Thanks for your valuable input Mike. Saving Changes...
Aejaz ShaikhPM I| Alyx Technologies India Pvt LtdPune, Maharshatra, India
Evaluations, Assignments or Proof of Concept (technical) will help in ascertain the effectiveness of the training. Saving Changes...
Nasrullah MohammedPortfolio Manager| Advanced Electronics CompanyRiyadh, Riyadh, Saudi Arabia
You have highlighted some important ways Aejaz. Thanks Saving Changes...
Andrew WillumsSr Project Manager| Sonic AutomotiveWoodstock, Ga, United States
The best way to tell if training was effective is for the individual's supervisor to give assignments related to the training topic within 30 days of training. The capability change for the individual should be clear to the supervisor.
Other methods include sending a survey to the individual several weeks after training concludes. Saving Changes...
Edward DanielsProject Manager| IndependentGlen Burnie, Md, United States
Can you explain what you have learnt to a 5th grader?
If you understand enough to be able to explain the concepts and relate its application to something realistic, i think you are allowed to say training is effective. Saving Changes...
Eric SimmsSenior Program ManagerBaltimore, Maryland, United States
I have people demonstrate they can do whatever they have been trained to do. If they can, then the training was effective - if they can't, then it wasn't.
For example, I sometimes train stakeholders in MS Project basics, and afterward I'll give them a series of assignments to demonstrate they can use the software. When they show me they can successfully complete the tasks, I consider their training complete. Saving Changes...
Product Operations Program ManagerBarcelona, Cataluña, Spain
I concur with Eric.
For instance, a training is given in Problem solving where different techniques are taught. In order to ensure that the training has been effective, it must include real case scenarios that are specific to the needs of the organization. Some times I find that trainings are too generic, and teach concepts using examples in totally different industries, which creates confusion in the audience.
Learning by doing, not just by listening and taking notes. Saving Changes...
Ed Tsyitee JrConsultant | Consultant Tucson, Az, United States
You know the training is effective when the student becomes the master and can train other people. Saving Changes...
Betsy GreenOnboarding Manager| TownNews.comMoline, Il, United States
It is critical to define how success will be evaluated in advance of developing the training content. You must define the objectives of the training and how they will be evaluated. Remember, a training is intended to change the learners' behavior, so all objectives should be action-based. A good list of action verbs for learning outcomes can be found here: https://www.mnstate.edu/assess/poa/actionverbs.aspx
As a trainer, I evaluate the success of the training during, immediately after, and over time.
During Training:
- Give the learners activities to complete, such as simulations. If you're teaching software, have them use it in class and see how it goes.
- Ask questions along the way and listen to the responses you get. Not just "everybody understand that?" but ask people to re-explain concepts you've taught.
- Play games that require mastery of the content. I have created Jeopardy style games, for example, to confirm understanding of terminology.
Immediately After Training:
- Give your learners a test. I'm talking an actual written test. Oooh, scary!
- Give them simulations and see how they'd respond. For example, I used to teach basic Project Management methodology to people who were not titled PM's, but who managed projects through the course of their work. At the end of the training, I gave them each a "what if" and had them share their response to the rest of the class.
- Ask how they plan to apply what they've learned
Over time:
- Find ways to evaluate their application of the learning. For example, if you taught them how to use new software, did you see a decrease in the number of help desk questions related to that software? If you taught them how to follow a process or use a template, can you verify with their supervisor that they are successfully doing these things?
As a trainer, it is your responsibility to pay attention to and respond to how your learners are responding. If there's a concept they're stuck on, keep working with them. Don't just move on for the sake of staying on schedule. Saving Changes...
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