Friday 11 November 2016

How do we really ..really measure training effectiveness without incurring cost or processors of Level 1 to Level4.

Dear HR , Training and Learning & Development Heads,

I do apologies for not sending you a reading article in a while.  I just wish to divert the ROI topics from the last email of Part 4: Memorizing Kirk Patrick's 4 Level Evaluation.
Something really interesting I have found out is a question made from the CEO of the HR Manager. 


I only managed to think about these suggestions, and came up with 3 methods below.

1.      Use the FREE Survey Monkey Software
a.       To really find out the problem of the training, you need to really get the correct answer.  Doing a TNA forum, asking poll questions or asking the HOD may not really get that exact solution you want to find. Why not use a FREE software which is already online and send weekly questions to the targeted participants to answer.  2 questions a week, will get you 2 answers from each participant.  Do this a couple of weeks and BRAVO you can get correct data to find out many things (Customizing the program for a PRE or Enhancing the results after the program using a PRO method)
2.      Use an observation form that Trainers you have appointed can fill up for you privately without participants knowing.
a.       In this form you can find out who are the REAL LEARNERS & who are just there because their boss ask them too.
3.      Memo to myself form
a.       This form is a reminder to the participants on the last day of the program.  This form can be used to get participants to fill up the areas they have learnt and what will they apply when back to their office.  You than take back this forms and only send back to the participants 2 weeks after the program and remind them that this MEMO is a reminder to them on the promise they made to ensure they applied back what they just learnt.

Until our next sharing on ROIs in trainings, have a great weekend. If you need more explanation on the above, we are happy to serve.


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