The strategy revolves around crafting an effective method to evaluate training programs by identifying clear and measurable objectives. This involves reviewing the overall training goals and consulting with facilitators to pinpoint specific skills or knowledge areas. Setting clear KPIs ensures alignment with organizational goals and helps in tracking progress over time. For example, a company training program may focus on enhancing customer service skills, setting both short-term and long-term goals that are essential for business success.
Designing an evaluation form is crucial, incorporating best practices to ensure clarity and efficacy. This includes drafting questions that offer quantitative and qualitative insights and incorporating a self-assessment section. Piloting this form with a group allows for refinement based on feedback, enhancing its accuracy and relevance. An example would be including open-ended questions to gather detailed responses about the training experience.
Implementing and reviewing the evaluation process involves training evaluators and scheduling regular assessments. Regular data analysis can reveal trends and areas needing improvement, adjusting sessions accordingly. Sharing results fosters transparency and commitment to progress. Continuous refinement ensures the evaluation remains effective. For instance, if data suggests a recurring challenge in a specific training component, it may be restructured for better results.
The strategies
⛳️ Strategy 1: Identify training objectives
- Review the overall objectives of the training programme
- Identify specific skills or knowledge areas to be assessed
- Consult with training facilitators to align on targets
- Set measurable criteria for success
- Ensure objectives align with organizational goals
- Develop key performance indicators (KPIs) based on objectives
- Determine how often evaluations should take place
- Decide on both short-term and long-term objectives
- Gather feedback from participants on learning expectations
- Create a checklist of objectives for easy tracking
⛳️ Strategy 2: Design an evaluation form
- Research best practices in training evaluation forms
- Draft questions that assess understanding and application
- Include both quantitative and qualitative assessment options
- Ensure questions are clear and concise
- Allow space for open-ended feedback
- Include a self-assessment section for participants
- Pilot the evaluation form with a small group
- Revise questions based on pilot feedback
- Integrate company branding into the form design
- Develop a scoring rubric for consistent evaluation
⛳️ Strategy 3: Implement and review evaluation process
- Train evaluators on how to use the evaluation form
- Provide participants with instructions for completing evaluations
- Schedule regular evaluation sessions within the training timeline
- Collect completed evaluation forms in a secure manner
- Analyse data for patterns in progress and areas of improvement
- Share results with participants and provide feedback
- Adjust training sessions based on evaluation results
- Conduct follow-up evaluations to monitor ongoing progress
- Solicit feedback from both evaluators and participants on the process
- Review and refine the evaluation process annually
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
