Training Evaluations and Return on Investment

Yes! Training effectiveness can be measured and evaluated!

We know how and can show you!

Have you ever noted "nothing has changed" after an expensive training program?

Have you ever received a complaint from a manager?

"This person still cannot do the job."

"They have slipped back into old work attitudes and habits."

When your budget needs to be wisely spend why invest in training rather than new technology or processes?

The Training Room recognises that training needs to be measured at various points to ensure accountability and justification for the expenditure of time and resources in training. In the same way that training must be systematic, planned , agreed and committed to by all stakeholders, so must the evaluation approach.

Evaluation Strategy

Level I Participants Reaction:

Evaluates: how the participant felt about the experience of the training. This includes the trainer, venue, content, activities, material etc. It also looks at initial levels of commitment to use the new learning back at work.

How: using a participant's reaction sheet designed in consultation with the client. This format uses a Kinsley scale allowing analysis of the results and the opportunity to establish performance benchmarks for internal and external trainers/facilitators.

Level II Transfer of Learning

Evaluates: whether or not the training outcomes for the program have been met at the end of training. This does not in the Australian market mean they are competent in meeting all the dimensions of competence but rather they have the key knowledge, skills and attitudes from the program to produce changes in workplace performance. This can be used to compare against data collected before the learning event.

How: using a variety of strategies such as observation, tests, oral questions, projects, group /peer review, reflective practice.

Level III Behavioural Change

Evaluates: does the individual change the behaviour back at the workplace. This helps define if there is an issue with learning or integration and support in the workplace which affects performance

How: strategies include job audits, performance indicators, interviews, surveys

Level IV Impact on Organisational Goals and Objectives

Evaluates: if sufficient individuals change their behaviour then the organisation will achieve the goals and objectives that initiated the training.

How: analysis of performance measures.The Training Room can assist you with a model to calculate the return on training investment to suit your business.