We have a number of processes that can be used to measure the success of any training intervention and evidence of change in working practices.
The evaluation process that we undertake is based on the popular Kirkpatrick model. The benchmarked business objectives are obtained at the beginning of the training programme through a consultative process.The course delivery is assessed at the end of the event in the form of an appraisal completed by the attendees measuring the reaction to the training.During the event the learning gain of each delegate is measured and emphasised to each attendee. This demonstrates a shift in their knowledge during the training event. This process happens as they build their ladder of learning. This ladder is built throughout the session and created from specific elements, relevant to the individual, which they need to implement back in the workplace.After a sufficient skills transfer period a further questionnaire is completed measuring the transfer of the new skills into the workplace. This focuses the delegates on what it is that they are doing differently as a direct result of the training.The final stage of evaluation revisits the benchmarked objectives and undertakes a new measurement to understand the impact on the organisation. In addition, costs of the programme are also included to demonstrate the cost per head spend.These four stages are summarised and reported back to the training sponsor for further analysis of the programme and reporting the success back to the board if appropriate.Click here to return