The first action required after any training program is to ascertain if the training met stated objectives. Every training program must have stated objectives before the training. One major purpose of identifying training objectives is to determine the exact knowledge that will be acquired from the training and if properly design, it would contain elements to be measured with clear specifics.
Therefore, the training objectives must be measured against set objectives as post training evaluation to determine if the training actually met the objectives. Did the participants acquire the knowledge? Will they be able to apply the knowledge on their job? Can they also transfer the knowledge? Did the training increase their knowledge?
Get and Use Feedback
Getting feedback is very essential in training as it is a way of measuring success in training. You can do this individually but must importantly ensure that it is immediate. Also, periodic feedback like three to six months interval after a specific training is a good step. This periodic feedback is majorly to know how the training has influenced that particular area of their job and how they are applying the knowledge in their job. Both immediate evaluation and periodic one can be conducted in two ways depending on the structure and time schedules of the organization-
a: Through Individual Conversation and
b: Give them evaluation form to fill.
Questions to ask in any form of evaluating could be, “do you understand what was said at the training?” “Do you still have any specific question in respect to the training?” “How have you been applying the knowledge?”, “Are you experiencing any challenge in applying what you learnt”?
“Do you think the training enhanced your performance?
Avoid wasting of time with employees in applying their newly acquired knowledge. This re-enforces the knowledge and it makes the trained employees realized that, the training was not just a jamboree event rather, one that is critically directed to their performance. One of the ways of doing this is to immediately assign them a task that requires the use of the knowledge acquired, this will go a long way in reinforcing the knowledge for constant usage when needed in achieving excellent delivery.
Beyond The Brain
Several researches by the Ivy Leagues have concluded that Emotional Quotient is more important than Intelligent Quotient. Part of what was established is the fact that 85% of our time is spent on relational activities and only 15 % is spent on technical activities. This means, if we lack the skill of Emotional Intelligence, we have up to 85% chance of not achieving the set goal. It becomes very imperative that achieving training objectives is to ensure that all trainings does not only centered on technical knowledge but also take much cognizance of emotional and relational competencies associated with the technical competencies. The training must get to the head through the heart because everything we do as human is all about feelings.