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
ASK
YOURSELF:
Will
a low engaged employee fill in low marks to the trainer just because
he thinks this is not good for him?
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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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