Unit 6: Prepare Post Training Report Flashcards
Describe the purpose for evaluating training.
- Help to identify ways to improve training.
Gather feedback and data on what participants think and feel of the the training.
- Help to align training with business objectives.
To check if they are employing their employees with the right skills and knowledge. Companies can stop training people on processes and systems that are no longer useful or relevant to the business.
- Help to demonstrate the value that training is adding.
Training department need to produce management data to convince others within the company that it is offering value. Otherwise, senior management may decide to cut training budget as a result.
Describe the process of how training evaluation is carried out and used by organisations to improve their employee performance.
I. Using 3Ws: What, Why and When questions.
Can be taken place before, immediately after and after 3 months following the conclusion of the training.
- What do I need to do?
- Why?
- When?
II. Donald Kirkpatricks’s ‘Four Level’ Model
Developed in 1959.
Four levels referred to in the model are:
Level 1: Reaction to the training.
- Evaluating the learners’ attitudes towards the training opportunity.
- Design a user-friendly evaluation form for participants to fill up at the end of the training.
- Conduct internal follow-up 1 to 2 weeks after the course to find out if the participants have changed their minds about the training received.
Level 2: Learning / Understanding
- Evaluates the learning itself.
- Determine if the course was intended to change:
o Attitudes
o Skills
o Knowledge
o A combination of factors
- Use pre-training tests / quizzes to gauge the level of skills, knowledge or attitude before the training.
- Design a post-training test (2-3 weeks later) to determine new level of skills, knowledge or attitudes.
- Ensure the participants understand that the purpose of the test is to evaluate the training, not the trainees.
- Create simulation excersises for trainees to apply newly acquired skills.
- Use a skills checklist to evaluate participants on a given skill
Level 3: Behaviour Change
- Assess the transfer of learning to the workplace to be carried about 6 months after training.
- Evaluate skills implementation, ie, if new skills learnt have been applied on the job.
- Use 360 degree feedback to document observable changes or a holistic assessment.
- Work with management to introduce incentives to encourage successful application of skills and remove any barriers.
- Consider what tools, equipment or resources are needed to use the new skills.
Level 4: Achieving Quantifiable Results
- Quantifiable results that demonstrates the impact that training had on the organisation (i.e. evaluate the results)
- The key outcome to measure would be: Has a problem been solved or a gap closed?
- Examples of changes to observe or measure could be:
> Fewer errors (v)
> Increases customer satisfaction (^)
> Better compliance with policies and standards (^)
> Faster production time (^)
- Results are assessed against time and money invested in the training and the length of time needed to achieve the desired results.
- Results should be evaluated at least 3 months after training, and no later than 12 months.
Describe the post training feedback collection methods.
- Evaluation form / Survey (Hardcopy or softcopy)
Does not need to focus only on the course. Include questions about pre-training phase.
Softcopy - Can be given via email, link to ab embedded form or scanning a QR code. Tabulation of data is easier and can be pre-designed. Can provide collation and analysis of quantitative data.
Hardcopy - Interaction with the participants.
- Interviews
Good way to gather data when survey is difficult to administer or focus groups are difficult to convene.
Quality of information obtained may vary depending on the interview’s skills.
There are face-to-face and phone interviews. Face-to-face interviews are more effective for in-depth interview.
Also an evaluation of trainers.
Describe the factors to consider when designing post-training feedback form.
- Considers the objectives and conditions for the training.
- User-friendly, easy to read, easy to answer, and provide critical indicators of course effectiveness.
- Use a satisfaction scale to measure positive or negative responses. Balances with questions that have positive and negative biases.
- Use a mixture or open and closed questions.
- Ask for overall ratings for both the course and the facilitator.
- Ask for comments about the level of participation.
- Use time frames to assess how soon the skills learning can be applied.
- In most cases, questions in the form would typically ask the trainees to rate the:
> usefulness and relevance of the training.
> quality of delivery or facilitation by the instructor
> quality of the training materials
> suitability of the training venue and conduciveness of the learning environment
> pace and duration of the training
> level of organisation and support provided by training admistrators
> food an refreshments
> likelihood of recommending the training
Describe the roles & responsibilities of stakeholders in the training function.
Senior Management:
> Emphasize the need for and value of training to all staff.
> Get regular summary updates on training evaluation to help make informed decisions on human capital development.
> Involve the Training Department (Training Manager) in senior management meeting when making decisions on training matters.
> Active support of training through concrete actions. (if less, less training + opportunities)
Trainer:
> Be involved in programmed planning and provide pre-programme work.
> Provide learning resources to the learners.
> Monitor the progress of learners.
> Assess the progress of learners.
> Guide learners to develop an action plan to reinforce learning.
Line Manager: (Work with Training Manager for feedback)
> Identify competency needs and employees to be trained.
> Be involved in training programme and evaluation development.
> Provide support throughout, from pre-training preparation to post training skills application.
> Review the progress of learning implementation.
> Evaluate training effectives.
Training Manager: (Work with Line Manager for feedback)
> Training department should agree to the training needs.
> Support in planning and implementation of training programmes.
> Introduce and maintain evaluation systems, and prepare regular reports for senior management.
> Regular contact with senior management.
> Liason with line managers to put in place learning implementation and assessment for trainees.
HR / Training Assistant:
Providing the necessary administrative support.
> Training evaluation forms are updated and ready for use.
> Evaluation forms are distributed to course participants before the end of the course.
> Prepared reports are error-free and accurate.
> Employee training records are filed and updated which could include records such as:
a) Pre-course briefing
b) Post-course performance review
c) Training review report
Trainee or Learner:
> Give inputs on the design of the training programme and evaluation process where possible.
> Participate actively in the training.
> Develop an action plan during and at the end of the training to ensure transfer to the learning.
Compare and contrast cost and benefits of training.
Direct costs:
- Salaries and benefits for all employees involved in training.
- Program material and supplies
- Equipment or classrooms rental or purchase
- Travel costs
Indirect costs: (Not related directly to design, development or delivery of the training course)
- Office supplies
- Facilities
- Equipment
- Related expenses (Travel)
- Expenses not directly billed to one program
- Support staff salaries
Benefits: (Value that the company gains from the training program)
- Fewer errors
- Reduced customer turnover
- Less equipment downtime
- Increased sales revenue collection
- Higher workplace morale (e.g. through efficient management practices)
- Reduced employee turnover (e.g. when employee turnover is attributable to poor supervision)
- Reduced recruitment costs (training can create job-ready candidates for promotions or redeployment)
- Faster production time OR increase productivity of new employees through efficient orientation training
Describe challenges the Return of Investment (ROI) on training.
Cost of training is easier to identify than the benefits or returns as many aspects are hard to identify.
ROI assessments are viewed as ‘best estimates’.
Describe the measurable outcomes of training.
Training outcomes are the measurable goals learners are expected to achieve at the end of a training program.
Three Key Training Effects to Measure:
1. Trainees’ response
- Learning takeaway by the trainees
- Likelihood of learning application
- Effectiveness of instructional strategies including materials and equipment utilised
- Skills Improvements
- Creating a visual assessment of an employee’s skill set and performance before and after a training moment = Give a clear picture of performance and skill improvements that can be directly tied to training. - Performance Improvements
Training improves output, quality, speed and overall productivity.
Measurable Outcomes:
1. Employee productivity and efficiency
Increased efficiency in processes > Ensure organisational success > Improves the company turnover and potential market share.
- Responsive customer service
Employees who can understand these (speed of service, sensitivity to customer concerns and awareness of changes) perspectives and handle their customers > have shorter response time. - Delivery of quality products and services
Ensuring skills and knowledge up to standard > Consistency in work performance. Quality of products and service can be consistent and better > Training can promote innovation and creativity. - Employee engagement and retention
Regular development initiatives can prevent idleness. Frequent training programmes establish regular re-evaluation of employees, skills, and processes. - Workplace safety
Educate employees on the various hazards in the workplace and how to manage them > Employees’ awareness in this aspect in this aspect is increased > Reducing the rate of accidents and injury cases.
