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Case Studies
Evaluating Training Effectiveness
"We spend a lot of money on training around here, but I'm not sure it's working."
"Oh, what's the process for training?"
"Well we usually figure out what people aren't doing too well, the we find a course or we offer a course in that area."
"Then what happens?"
"Well, then we schedule people to attend. Afterward, a few people seem to use the information, but most don't"
This is a common approach to training, unfortunately, this one shot approach is likely to misfire. This company is throwing money at training and throwing training at people and just hoping it will stick. It isn't likely to.
Transfer of training to the workplace results from a comprehensive training process. Novak & Associates recommends the following key actions:
- Executives be informed on the objectives of the training and communicate their expectation for improved performance to the employees
- Managers and/or supervisors communicate their expectations for improved performance directly to the training participants prior to the training
- Managers and supervisors attend training to role model, demonstrate buy-in and highlight the importance of the course content.
- Training design should apply adult learning principles, including role modeling, skills practice and group interaction.
- Managers or supervisors briefly follow up two to three weeks after training to ask participants what skills they are applying.
The training participant's immediate supervisor has a strong impact on whether the participant will use the information or skills from training or not. When the immediate supervisor sets expectations prior to training and follows up afterward, the participant knows that some cares.
"How's the new training process working for you?"
"Better, the supervisors who actually follow up are seeing people use the skills they were taught."
"And the supervisors who don't?"
"Could we get those supervisors some training?"
"Maybe we should just talk to them to find out why they're not having those all-important conversations, and then decide what to do."
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