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.
No comments:
Post a Comment