Evaluate your training

Measure training effectiveness

Evaluating training is not just about whether new skills have been learnt or performance has improved. To get meaningful information, you need to measure what has improved, in what ways, and the precise amount of profit gained.

Set specific objectives for the training. For example, you may want to increase:

• the efficiency of a particular process
• the number of returning customers
• staff motivation

Decide how to measure the objective. Quantifiable objectives are easy to measure such as the number of goods produced or the number of repeat orders.

Objectives about quality or behaviour are more difficult. For example, if you want to measure staff satisfaction, you might look at:

• promptness of arrival
• levels of performance
• days off sick taken
• engagement in teamwork

If you wanted to measure negotiating skills, you might try discussing case scenarios, asking targeted questions and observing work in context.

Use feedback from trainees, colleagues and managers to get data for qualitative assessment. For example, devise a questionnaire to gather specific information.

Try to express each objective in financial terms by costing the desired outcome of the training. This might cover:

• profit made
• time saved
• productivity increased
• absenteeism prevented

Ensure objectives are achievable. Don't have unrealistic expectations. For example, staff will be de-motivated by exaggerated sales targets.

Take measurements before, during and after the training to chart progression and help trainees identify their goals.

Re-evaluate at regular intervals. It gives a more accurate picture and shows whether improved standards are maintained.

Subjects covered in this guide

• Introduction
• Why evaluate training?
• Improve business performance through training
• Measure training effectiveness
• Devise a simple training evaluation
• Evaluate more precisely
• Evaluate a range of training methods
• Next steps for developing training

 

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