Friday 13 April 2018

Are your Level 1 & Level 2 answers Correctly Answers? Or is it a Waste of Time



Dear HR , Training and Learning & Development Heads,
Our last article is on Screening tips for Panels to hire the best trainers.  I hope you can now know how to have the right Panels for the right programs. Lets learn a few things about Level 1 and Level 2 questions.  Is it a Correctly Answered?  Or is this process a waste of time?

Are your Level 1 & Level 2 answers Correctly Answers?  Or is it a Waste of Time

I often dispute with many L&D, Training folks to tell them that participants filling up the forms does not quantify the right feedback for you.  Just because you have being doing this and you have gone for the training on this, does not mean this is correct.  Try evaluating your data first.  Think, analyze and strategize if this method is correct.  What exactly do you want to know from the Level 1 and Level 2 questions? 


Ultimately, with a good study on your ‘Empirical Evidence’ you can know if you are wasting time sending in the forms to your participants.


CASE STUDY: ASK YOURSELF THIS QUESTION ON THIS BASIS WHEN THE SCORES OF A VERY GOOD PROGRAM WAS NOT EXPECTED
  • Keep in mind,  the trainer you hired is awesome
  • Keep in  mind, the content you designed is awesome
  • Keep in mind, the participants you selected are the right choice needed to be trained for this program.

ASK YOURSELF: 
Will a low engaged employee fill in low marks to the trainer just because he thinks this is not good for him?   
  • Because of the low rating, you think the content or the trainer is not good enough but in fact, the participant filling up the form is not equipped to fill it because of his own nature of learning profile.
  • My definition of a ‘low engaged employee’ – intellectual is not that high, not a reader by nature, love to complain about everything, don’t have any habits of excelling, just live day by day,  but hit performance of targets given to him.




In conclusion, L&D/ Training/ HR Folks need to use strategy on identifying the best process fit for their organization.  Don’t do it just because it’s been done that way. THINK WHATS NEEDED AND WHATS THE MAIN OBJECTIVE WHEN COMES TO MEASUREMENTS.
You can increase your employees skills by only reduction the ‘unwanted scrap learning’ and focusing on important programs that you can measure the effectiveness.

For all other programs, my advise is always design your Level 1 and Level 2 according to the program itself.  Don’t have a basic form.  This does not fit any purpose but only adds more paperwork and trouble to your participants to fill up more stuff.  In the end they wont like learning, because you have drowned them with paperwork.  Think more to Level 3 assessments and sending them 2 to 3 questions after 1 to 2 weeks of the training. Follow through again in 3 months.  Also send 2-3 questions to the bosses of the participants.

I hope this article will get you thinking and maybe you can do your own project internally of identifying the maturity level of learning of your employees.  If you need my help, call upon TLMM advisors.
If you are new to the Training World or need to refresh your memory, here is the fundamentals of what training personnels should know on measuring the effectiveness of training. This method is framed by Kirk Patrick.
Level 1: Reaction - The degree to which participants find the training favorable, engaging and relevant to their jobs
Level 2: Learning - The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training
Level 3: Behavior - The degree to which participants apply what they learned during training when they are back on the job
Level 4: Results - The degree to which targeted outcomes occur as a result of the training and support and accountability package


Quote for Sept 2017:  Behind every great idea, 10 things wont work out. But if you can test and measure, you can at least know you can know now that would not work!

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