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Training evaluation |
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| The proof of the pudding lies in the eating. So too, the proof of training lies in its effectiveness. Which is why, measuring – or evaluating – the impact of training is almost as important as the training itself. |
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| If the training has been successful, the
organization should be able to see returns on its investment within a reasonable span of time. |
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| Training is
effective if it results in improved productivity, sales,
customer retention, profits, etc. |
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| Aptech Training Solutions' performance evaluation |
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Aptech
Training Solutions uses Learning Analytics to measure the impact of learning, post-training |
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Changes at the work place are measured as is the overall improvement in individual and group performance |
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A post-training evaluation report is generated and made available to the client for analysis |
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| How does it work? |
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| In keeping with Kirkpatrick’s principles, an Aptech-specific Participant Feedback Form (PFF) is provided. Here, participants record their perceptions by answering three questions each for each of the four levels. |
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| The four sets of questions deal with: |
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The degree of overall satisfaction with the training |
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The degree of learning acquired from the session |
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The degree of on-the-job implementation of learning enabled by the programme |
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The degree of on-the-job results enabled by the programme |
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| The twelve questions are randomized and arranged in such a way that participants do not
realize which questions belong to which category. Once the participants answer these questions, the findings are collected and represented as the Aptech
Training Solutions Performance Analytics graphic. This graph too is provided to the client to demonstrate the programme effectiveness. |
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| Post-training evaluation |
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| For training to bring real results, its impact has to linger for long. To ensure this, Aptech
Training Solutions takes the training evaluation one step further. |
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| 21 days after the programme has been delivered, Aptech
Training Solutions revisits the participant and administers the same tests to measure how much of the training has been retained by the participant. |
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| Research has proven that if an adult practices a particular skill for 21 days, then it becomes a habit. This is why Aptech
Training Solutions re-evaluates training effectiveness after a 21-day time lapse. This second outcome too is shared with the client. |
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| On-the-job coaching |
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On the basis of the post-training evaluation report, Aptech
Training Solutions drafts a plan for on-the-job coaching |
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The client approves the coaching plan |
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The coaching is targeted at resolving external and work-related factors that could be creating obstacles in implementation of training |
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Aptech Training
Solutions on-the-job coaching also puts into place a process that encourages learning retention
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Employees are motivated to overcome work-related challenges and opportunities are provided to enhance further learning
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| Post-coaching evaluation |
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| After the on-the-job coaching is completed, its results are again measured to ensure that participants fully absorb the learning into their style of working, over a period of time. |
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| Aptech Training Solutions bases both, parts of its content development process as well as its post-training evaluation, on Kirkpatrick’s Summative Evaluation Principles. |
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How we measure what has been learnt |
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