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At a recent informational meeting with a prospective client, a manager posed the question “How do you measure the success of your performance-based training system?”

I think the answer given rather surprised the manager. We responded by saying that we don’t determine the success of our programs, our clients do. This may seem a bit cheeky to some people, but it is the truth. As training consultants, we have many ways to perform training evaluations for individuals, but dete...rmining the success of a newly implemented training system is a different form of evaluation.

As modules are put together and linked to create courses and training sequences, we use student reactions, mastery of knowledge and transfer of skills, and supervisory feedback as formative evaluation. The data collected through training implementation loops back into the design and development phases (primarily) to guide corrections and revisions to training materials and plans.

Evaluation of the success of a training system falls into the category of summative evaluation. It requires data collected from the overall production system, not just the course materials and technical documentation produced and implemented as the training system. The most common improvements in production statistics may be linked to the training (reductions in down time, more efficient start-ups, reductions in waste, etc.), but the management team must study and analyze their metrics to determine the root cause of any changes. It would be nice to take credit for improvements, but training is often a more subtle influence among the many variables that exist in the workplace.

We certainly are willing to advise and guide management teams in ways to look at their summative evaluations, yet sometimes we just have to focus on what we can measure on a smaller scale, and trust that the bigger picture will resolve itself.

You are always welcome to comment or discuss the opinions expressed here. Give us a LIKE, SHARE the post, or post a comment to promote discussion on our FB page @TaskTrainersInc)

If you are ready to assess what gaps or improvements are needed in your current workforce performance training, click on this link for your FREE training assessment guide
https://www.traininggapcheckup.com/Whitepaper

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Summertime is here, and it is a wonderful time of year for vacations and enjoying some time away from work. Yet in a production work environment, summer vacations cause havoc with the schedules, as the drain on resources can threaten to cripple production goals.

During the rest of the year, training staff and administrators are busy implementing training programs and getting workers qualified and/or cross-trained in advance of vacation season. But once the season is upon th...em, training activities slow down dramatically as the production resources are strained.

This annual cycle can be used to assess training needs and effectiveness during the “slow” period for trainers. The administrative work of maintaining training programs and reviewing work documents can proceed without affecting ongoing training, and serious consideration can be made for changes to programs and upcoming training needs

So, take a little break, and look at how the schedules for trainers and other support can be fine-tuned to maximize the effectiveness of training in meeting production needs. It will be like a day at the beach…almost!

You are always welcome to comment or discuss the opinions expressed here. Give us a LIKE, SHARE the post, or post a comment to promote discussion on our FB page @TaskTrainersInc)

If you are ready to assess what gaps or improvements are needed in your current workforce performance training, click on this link for your FREE training assessment guide
https://www.traininggapcheckup.com/Whitepaper

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