Why train: Imagine a place where each person speaks a different language. This kind of situation would cause a lot of upsetting between who needs to communicate, right? A company is no different. Small or large, you need to ensure that everyone has a keen speech, in pursuit of the same goals and in tune with the procedures for getting there.
In order for there to be unity of thought, goals and actions between staff and managers, an effective tool is the training. It can improve any process, when well applied: from customer service to technical management.
Why evaluate: it is not worth it for the company to do a training without evaluating its effectiveness. By taking a course for the team, you spend time and money. Therefore, there must be a return. In addition to knowing also the points to improve for the next ones.
How to evaluate: there are four points to evaluate to measure the effectiveness of this management tool. They are: quality, cost, cost-benefit and satisfaction. Does it seem difficult to quantify these requirements? Let's see below that measuring each of these pillars may be simpler than it looks.
The first step to a good evaluation is to raise with the participants two notes: one before and one after the training. So you can make a comparative of absolute variation and percentage on the knowledge acquired, as in the example below.
The note can be a sum of participants' assessment of instructor performance, theme, how it was presented, and the material used, for example. Ideally, this research should be done at the training site, while the impressions are still "fresh" in the heads of the employees.
2. Training costs
It may be that the first evaluation shows a positive outcome to the participants. But was it worth it? Just by checking the costs of the training to check. For this, it is important to do an analysis of the individual costs and compare with metrics such as the number of participants.
3. Satisfaction survey
The note given at the beginning and at the end of the training concerns a number of aspects about training. But employee satisfaction can also be measured, as it interferes with the application of the content that has been shared and also in the quorum of future events - if no one likes the experience, they will hardly want to participate in similar training unless changes are made.
To know this, the level of satisfaction of the participants can be verified in relation to:
- To the topic of training;
- Duration of training;
- To the performance of the lecturer or teacher and many others.
For each item, the answer should be: very satisfied, satisfied, dissatisfied or very dissatisfied. Gathering the data of all who attended, you will have a scenario like this below.
It is no use for the team to learn if they do not use the knowledge and if the training costs too high or incompatible with the number of participants or with the company budget. To get an overview and know the result, you can analyze the three aspects above by interpreting your data to understand the effectiveness of each training offered to your employees.
Is the importance of planning and outcome calculations clear? At LUZ, we offer a model of worksheet ready to control training which can make this work even easier and more helpful, helping you to control some of these indicators!