The
struggle continues…to get better feedback on training programs so that training
directors can measure the quality of the sessions, skill adoption and their
impact on job performance.
We
are all familiar with “smile sheets”…the evaluation sheets that are distributed
to participants at the end of each class. Questions are asked such as the
effectiveness of the facilitator, the relevance of the program to the
participant’s job, etc. These post-class surveys usually have a decidedly
positive bias.
A
more objective survey can be administered several weeks after the program to
ask participants if they have actually practiced the new skills on the job and
if the training has thus made a difference in their behavior. Both of these
assessments can provide valuable information.
According
to training measurement services experts, however, in additional to
behavior-based self-assessments, a powerful source of metrics are reports from
the participants’ manager.
- Has the manager seen improved performance on the job?
- How frequently?
- In what situations?
- With what results?
What you hope to learn is that managers have observed measurable performance improvement in areas that they deem critical.
No comments:
Post a Comment