A2Bís 5 Step plan to evaluate training effectiveness in the workplace
Can training and development programmes really be measured and evaluated in a tangible way? This is probably one of the most commonly asked questions prior to making a commitment to any large investment and to an organisation-wide project.
At A2B, we believe that training it can be evaluated. Whatís more we believe it should be evaluated.
Although fashionable and in demand complex statistical methods of measuring ROI at best can seem like a time consuming diversion from the task at hand, at worst the results are often unsatisfactory.
We have developed a 5 step plan to ensure all training is continually evaluated and is making a real contribution to the business goals of the organisation.
1. Business performance and change
At this stage we need to establish a benchmark against which all future evaluation is measured. We look at issues such as:
- Goals of the business
- Morale and commitment
- Existing working practices
2. Identifying training needs
We use a variety of tools to assess and understand the specifics of the training required to achieve the necessary outcome. These include:
- The use of 360į feedback tools
- Setting a benchmark of business drivers and needs
- Training needs analysis tools
3. The development programme
This stage looks primarily at direct feedback at the point of training delivery and includes tools such as:
- Feedback sheets
- Self reporting
- Action plans
- Review of objective attainment
4. Review stage outcomes
In a long term programme, we believe itís advisable to measure and evaluate effectiveness at interim periods. This allows us to make changes that will ensure the total project meets the agreed objectives. Interim measurement includes:
- Before and after tests
- Self reporting and/or action planning
- Reviews of objective attainment
5. Behavioural change
This final change looks at the degree with which the completed project has made significant behavioural or attitude changes measured against the original benchmark. Tactics used include:
- Anecdotal evidence of visible behaviour change
- 360į feedback and self reporting tools
- Before and after testing
- Assessment of line managers
- Reviews of objective attainment
By utilising this 5 step plan throughout our programmes, we ensure that our clients get real business value and results from their investment.
Donít just take our word for it, click here to find out how A2B has delivered real business value to clients.
© A2B Development
- Over-qualification rife in the graduate labour market
- N-Gen Growing Up Digital
- Graduates of the Future
- Working with Generation Y
- EC Harris appoints A2B
- Graduate Growth
- Graduate Jobs Squeeze
- Graduates Ė Divas or just misunderstood?
- A2B launches ĎFast Trackí graduate development modules
- A2Bís 5 Step plan to evaluate training effectiveness in the workplace
- Getting the Most from your Training Investment
- Career Development is Key to Recruiting and Retaining New Talent
- A2B at this yearís AGR Conference
- Australians Drop the Ball
- Developing the 'Me' Generation
- Graduates Lack Soft Skills, Employers Warn
- Taking the Soft Option
- A2B Graduate Development at World of Learning
- Employers and Graduates are Damagingly Disconnected
- A2B Launch New Graduate Development Website
- Graduate Development Hits the News
- A2B Launch the Generation Y Debate