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Effective Learning / Training
Training & Organizational Development
Effective Learning / Training
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Does anyone have any advice on how to measure and document effective training? We are planning to address this at our 2007 planning meetings. I guess I need to know how to coach managers and to help d
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Forums » Topic Forums » Training & Organizational Development » Effective Learning / Training
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Effective Learning / Training
posted at 9/15/2006 8:19 AM EDT
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Posts: 20
First: 8/23/2006 Last: 10/12/2006 |
Does anyone have any advice on how to measure and document effective training? We are planning to address this at our 2007 planning meetings. I guess I need to know how to coach managers and to help determine how we can measure effective training. Any help will be appreciated |
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Effective Learning / Training
posted at 10/4/2006 12:08 PM EDT
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Posts: 221
First: 11/20/2005 Last: 4/4/2007 |
How you go about this depends on the type of training, the resources you have available, the importance of the training to the organization, etc. We have some general info and resources on measuring training effectiveness at
http://www.businessperform.com/html/evaluating_training_effectiven.html Im happy to discuss anything more specific. Vicki Heath Director Business Performance Pty Ltd http://www.businessperform.com |
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Effective Learning / Training
posted at 12/20/2006 11:24 AM EST
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Posts: 11
First: 12/20/2006 Last: 10/15/2009 |
Measuring the effectiveness of training is a whole topic on its own, lots of books have been written about the subject. The key, however, what you have to start out with, is to determine what it is that you want to achieve. In other words what has to happen to consider this training a success. What skills were improve, what can your delegates do now that they couldn't before.
If you really spend the time and find the answers to those questions, measuring the effectiveness of your training will be much easier. And by the way, when coaching your managers, the first thing you have to do is to have them start thinking about those questions. That might also get them more involved and look at your function in a better light as well. Hope this helps. |
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Effective Learning / Training
posted at 12/26/2006 6:11 AM EST
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Posts: 23
First: 11/28/2006 Last: 11/26/2010 |
I'm sure the ease or difficulty of measuring training effectiveness depends on the ability to measure a variable that changes with training. We teach Speedreading and we measure reading efficiency (speed X comprehension) at the beginning and the end of our classes. Improvement in reading efficiency can then be easily convereted into a projected analysis of ROI given the cost of the training and the compensation of the students. The key is a variable that can be measured before and after training. I would be happy to send out our ROI Calculator to anyone with interest. E-mail me at bob@advancedreading.com. |
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Effective Learning / Training
posted at 1/12/2007 3:11 AM EST
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Posts: 1
First: 1/12/2007 Last: 1/12/2007 |
I tend to apply the KISS principle and Pareto rules:
80% of profits/issues come from 20% of the sources- focus on the 20% that line-of-site hits the bottom line and has transparent value. Most execs can call off the top of their heads the things that keep them up at night and the things they never take their eye off of- resolve those, and you are a trusted partner and don't have to do ROI analysis charts to justify your function. |
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