Evaluating
learning after the event can be a very expensive business, simply because
organisations limit their activity to "Internal Validation"
which measures immediate reaction to the training/learning and not the
longer term cost benefits of the training, or the process of learning transfer.
The consequences of inadequate evaluation can be measured in the cost
of re training, learner frustration and inadequate training packages
that fail to deliver objectives
There
are three stages to evaluation:
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Internal
Validation is normally confined to the end-of-course "Happy
Sheet" or by testing of some sort. Did the course/trainer/trainee
achieve what we asked? |
|
Evaluation
seeks to answer to the question, "Was it worth it?",
in terms of whether the learning event delivered what you wanted
at a cost you were happy to pay. This is where we measure savings
in labour, time and resources, identified as a result of the training.
In addition we analyse the extent to which the line manager is
allowing/enabling the newly trained subordinate to apply what
was learned and the extent to which the subordinate applies successfully
what was learned
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The
External Validation stage measures the transfer and application
of the learning on the job
Our
consultants have a wealth of experience in these areas and can
assist you to:
-
Identify
the different organisational levels for Training Needs Analysis.
Use a variety of methods to analyse training / learning needs
-
Apply
current information-gathering techniques
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Link
your TNA work directly with the design of evaluation
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Evaluate
the short and long-term effects of training on the individual
and the organisation
-
Use
the results of evaluation to identify future investment in
training
-
Analyse
high and low performance groups
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