1. Begin With An End in Mind
“What do we want to achieve at the end of this training session? Higher profit? Increase production? Decrease costs in production and operations? Improve quality and increase sales? Reduce employee turnover?” These questions are essential to determine which outcomes are most impacting for both employees and the business, and which gaps need to be addressed and prioritized. Having a clear vision of what you want to achieve at the end of the training helps you to plan, prepare and focus on key processes which can lead you to the right direction.
2. Trainee’s Feedback Matter
“What are the course’s strengths and weaknesses? What should the trainer do more of? What do the trainees hate the most?” Communication should be open in getting trainees’ feedback about the training sessions. Information gathered will help the training team reflect and do self-evaluation on what needs to be improved to be effective trainers. Ask employees about what they feel about the instructor, topic, materials and resources, training venue, presentation, and the overall training experience. Trainee feedback can help discover the gaps in the training and the changes needed in the methodology.
3. Measure Learning Takeaways
“What exactly did the trainees learn and not learn? Did the trainees achieve the course objectives?” It is best to have a list of specific learning goals for every training discussion that you can check at the end of the training. This helps you identify important topics that may be missing from the training. Measure their learning by using exercises, pop quizzes, recitation, and other mind activities.
4. Assess the Behavior
“What skills can the trainee learn and use on the job? How will the training affect the performance? Did the acquired knowledge carry over from the training room to real world application?” This step is one of the most challenging but rewarding outcome of a training program. Evaluate trainees’ behavior and observe if they applied what they learned to become more competent in performing their job.
Training evaluation is an important process in determining training effectiveness and in checking if training programs are indeed helping employees become good at what they do. Through strategic evaluation, businesses can find ways to improve the quality of training and achieve the learning goals set for employee success.