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Quick Look Course Summary:Measuring Results From Training Course
  • Next Public Course Date:

  • Length: 1 day(s)

  • Price (at your venue): 1 Person R 3,982.50 EX VAT 3 Person R 2,729.81 EX VAT 10 Person R 1,885.40 EX VAT

  • Certification Type: Non-Accredited

  • Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.

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    Measuring Results From Training Course: Introduction

    This course will teach participants how to evaluate the results from training employees.

    Measuring Results From Training Course :Course Outline

    Training employees is a long term investment in that employee. The cost is not only measured in rands but by the value the employee adds to the company. Some training has an immediate benefit because the employees can immediately employ their new skills to the business environment and the results of the training can be seen in the bottom line. Other kinds of training, such as soft skills, do not impact the bottom line as immediately; their value can be seen over a long term view with regards to staff turnover and new customers. You’ve sent you employee on a training course, and the person has come back with a positive attitude ready to take on new tasks and responsibilities. How do you as the employer know that the training was successful and that you got your money’s worth? BOTI’s workshop on measuring training effectively is here to help you. We begin our workshop with Kolbe’s learning styles, knowing an employee’s learning can make a difference in the cost to the company to train that individual, since not all workshops and courses are alike. Matching the correct employee to the correct style of training is thus a further investment. Kirkpatrick created a triangle for evaluation, each level of the triangle correspond loosely with Kolbe’s learning styles. It contains four levels and each level is based on the level before it. In order to get results, participants must have a pleasant experience with the first three. Evaluation of the training can begin immediately by noting the employee’s behaviour in implementation of skills and knowledge.TIP: Learning objectives generally fall into one of three categories: Knowledge – facts that a participant should be able to remember. Skills – a new task that the participant should be able to perform. Ability – the combination of skills and knowledge evident in results. After performing a needs assessment we will discuss evaluation methods and learn how to write learning objectives and link them to the evaluation. An evaluation plan should be linked to every training program. The evaluation plan should include evaluation during and directly after training by either the trainer or direct supervisor, this would be an informal type of evaluation. Once the trainee sets his or her goals and objectives, more formal evaluation can take place after training based on the employee’s performance. We round off our course by showing attendants how to calculate training in the terms of ROI or return on investment. It’s useful and practical and provides evidence to the employer that the current training is working and is an investment to the company or, that it’s not working – in which case the employer can back track along the line of evaluation to find the specific training or program. 1. Introduction
    Pre workshop review
    Workshop objectives

    2. Kolb’s learning styles
    Four-stage process
    Accommodators
    Divergers
    Convergers
    Assimilators
    Case study

    3. Kirkpatrick’s levels of education
    Overview
    Reactions
    Learning
    Behaviour
    Results
    Case study

    4. Types of measurement tools
    Goal setting
    Self-evaluation
    Peer evaluation
    Supervisor Evaluations
    High-Level Evaluations
    Case study

    5. Focusing the training
    Performing a needs assessment
    Creating learning objectives
    Drilling Down into content
    Case study

    6. Creating an evaluation plan
    What to evaluate
    When it should be completed
    How it should be done
    Who will perform the evaluation
    Case study

    7. Assessing learning before training
    Workplace observation
    Objectives Assessment
    Pre-assignment and pre-tests
    Case study

    8. Assessing learning during training
    Reviewing Learning objectives
    Hip-Pocket Assessments
    Quizzes and tests
    Skill assessments
    Case study

    9. Assessing learning after training
    Evaluation timelines
    Learning Journal
    Goal setting
    Additional methods of evaluation
    Case study

    10. The long term view
    Long term evaluation plan
    Methods of evaluation
    Documenting lessons learned
    Case study

    11. Calculating the return on investment
    A basic ROI formula
    Tangible Benefits
    Intangible Benefits
    Calculating total costs
    Making a business case
    Case study

    12. Topics not discussed
    Post workshop overview

    For Kirkpatrick Evaluation Training and training evaluation courses contact BOTI today!

    Measuring Results From Training Course: Course Duration

    1 day/s

    Who should attend: Measuring Results From Training Course

    This is a managerial course intended to give managers the skills to measure results from training.

    **Quote does not include Any Exam Fees (if applicable)

    For Kirkpatrick Evaluation Training and training evaluation courses contact BOTI today!

    IMPORTANT ACTION: Do Not Wait To Improve Your Skills.  

    For Kirkpatrick Evaluation Training and training evaluation courses contact BOTI today!

    Book Now By Completing Online Booking Form / Customised Proposal or Obtain Approval For Your Already Received Customised Proposal

    For Kirkpatrick Evaluation Training and training evaluation courses contact BOTI today!

    BOTI also offers: Talent Management Course

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