According to a study by ASTD, the annual spending on employee training programs in the U.S. is $165 billion and an individual employee gets 30.3 hours of training annually. The normal cost to prepare every employee is $1,195. These statistics imply that employee training is extremely expensive for a company, and to not reap desired results from necessary training is the last thing a company would want.
Therefore, it is essential that companies understand the correct ways to measure the effectiveness of a training program. The effectiveness of a training program is not determined by the number of hours training was provided or the different areas in which training was provided. The real measure of effectiveness depends largely on estimations. These estimations are centered around the “depth” of learning, not the length. Eventually, the objective of corporate learning is not to be based on a few multiple choice questions, but on whether there was any improvement in the employees’ skills.
With the need to get employees instructed and up and running quickly, productively, and efficiency, companies need to concentrate on different approaches to gauge effectiveness of learning programs. This will enable them to allocate their time, vitality and assets on preparing programs that move the needle forward.
Here are 3 approaches to gauge training program efficiency:
#1: Visual Confirmation
In conventional training, learners show their insight by role-playing in different situations. They are provided with multiple case studies and their reactions are measured and tracked. Technology allows us to take this process a step further. Imagine employees uploading a video or audio recording and/or submitting other visual proof of a task completed, for example, a screenshot or video through their smartphone.
#2: Social Ownership
Social ownership puts learners in a position to teach others by showing them how to apply concepts in their real world. This concept not only engages employees to teach and learn from each other, it also gives training managers the ability to measure how well concepts are being implemented within the organization.
#3: Ability Assessments
This involves creating a visual assessment of an employee’s skill set and performance before and after a training moment. These snapshots, or skylines, of a learner’s ability can offer a clear picture of performance and skill improvement that can directly be tied to training.
These are three ways organizations can improve the way they measure the effectiveness of their training programs.
Megha Shah for TechFunnel.com