How to evaluate the effectiveness of training

"Live and learn!" - so says a famous proverb. It is especially relevant in our time, when the achievements of scientific and technological progress are being implemented at a tremendous speed. What until recently was considered the crown of engineering and technology, is now considered obsolete. Therefore, many employers inevitably face the question: how to train subordinates so that their knowledge and skills do not lag behind life? And how to evaluate how effective their training was? After all, nobody wants to throw money away.

Instruction manual

one

The easiest way - some time after the completion of training, arrange a verification test for your employees. That is, invite them to answer a number of questions by choosing one answer option, and then check how many correct answers each person will have. But "simple" does not always mean "good." After all, a person can be easily excited, feel tired, doubt the correctness of the question and the proposed answer options, but you never know what else. So it turns out that an experienced, qualified employee will unexpectedly show a bad result.

2

A more complex, but also more reliable option is to check the effectiveness of training, so to speak, “in practice”. That is, offer employees tasks for which they will need to use the knowledge gained during training.

3

A very effective way of checking: the principle "Learned by yourself - teach others!". In other words, the manager instructs the employee who attended the training course: “Now tell us everything that was told to you, Ivan Ivanovich (Petr Petrovich, Vasily Vasilievich). Your task is to make everything clear to him!” It is better if, during a subsequent report by Ivan Ivanovich, a specialist conducting training is present. Then, with a high degree of certainty, it will be possible to evaluate how the employee related to the training, whether it benefited him. And also how skilled the trainer himself was!

4

Any manager who paid for the training of employees, naturally, expects them to become more knowledgeable, experienced, capable. Therefore, there is such a way of evaluation: to give a subordinate a more complex than usual assignment and see how he will cope with it.

5

Well, the most desirable result is that the training of employees ultimately leads to an improvement in the organization. For a leader, a very good and impartial criterion for the effectiveness of training will be how much profit has increased, the client base has expanded, how many new projects, directions have begun to be developed, etc.