Description
Curriculum
Instructor
Welcome to the Measuring Results with Training workshop. Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.Please login.
Curriculum
- 11 Sections
- 11 Lessons
- 8 Hours
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- Kolb’s Learning StylesKolb’s Learning Styles classify learners into four types: Converging (problem solvers), Diverging (creative thinkers), Assimilating (theoretical learners), and Accommodating (hands-on learners), highlighting diverse approaches to absorbing information.1
- Kirkpatrick’s Levels of EvaluationKirkpatrick’s Levels of Evaluation consist of four tiers: Reaction (participants' feedback), Learning (knowledge gained), Behavior (performance changes), and Results (overall impact on organizational goals and effectiveness).1
- Types of Measurement ToolsMeasurement tools for training evaluation include surveys for feedback, tests for knowledge retention, observations for behavior changes, and performance metrics to analyze business outcomes and training effectiveness.1
- Focusing the TrainingFocusing the training involves identifying specific goals, aligning content with organizational objectives, tailoring programs to meet learners' needs, and using relevant examples to enhance engagement and ensure effective skill development.1
- Creating an Evaluation PlanCreating an evaluation plan involves defining objectives, selecting appropriate evaluation methods, establishing data collection procedures, determining timelines, identifying responsible personnel, and ensuring alignment with organizational goals to assess training effectiveness.1
- Assessing Learning Before TrainingAssessing learning before training involves evaluating current knowledge and skill levels through pre-assessments, surveys, or interviews. This process identifies gaps, informs training content, and tailors programs to meet learners' specific needs.1
- Assessing Learning during TrainingAssessing learning during training includes using quizzes, interactive activities, and feedback sessions to gauge understanding and engagement. This real-time evaluation allows for adjustments to the training approach and ensures effective knowledge retention.1
- Assessing Learning after TrainingAssessing learning after training involves evaluating knowledge retention and application through tests, performance assessments, and feedback surveys. This evaluation measures the training's effectiveness and identifies areas for further improvement or support.1
- The Long-Term ViewThe long-term view in training emphasizes sustainable employee development, focusing on continuous learning, skill enhancement, and career growth. It prioritizes aligning training initiatives with organizational goals to ensure ongoing effectiveness and adaptability.1
- Calculating the Return on Investment (ROI)Calculating the return on investment (ROI) for training involves comparing the monetary benefits gained from training to its costs. This assessment helps justify training expenditures.1
- Post TestPost Test1
Nobles Center
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