Measuring Training to Build Success

The right measurement tools

Companies serious about training must also be serious about measurement tools. 

Performance consulting strategy
Before beginning a training programme, organisations should adopt a performance consulting strategy. Unlike other training assessments, a performance consulting strategy is developed for each client and therefore offers bespoke training programmes. The approach requires that the training professional assesses his client’s needs before developing a training solution, which blends together various types of learning: activities, reading, lessons, classes, work assignments, e-learning, etc. To do performance consulting well, a number of skills are required by trainers, including an appreciation of various learning styles, business dilemmas, and the overall strategy of the company.

Transforming training delivery systems
According to the Learning Resources Network, remote and computer-based training are quickly becoming the training delivery systems of the future. Currently, only 6% of learning is conducted remotely, with another 13% of computer based training having no live instructor. However, the CD-centered training technologies are rapidly changing to dynamic e-learning methodologies with virtual trainers and dynamic content streamed on the internet. The key, therefore, is to incorporate both CDs, intranet, internet and subject experts to assure a dynamic and limitless training system. By transforming training delivery systems to be technologically aligned with the times, measurement tools also become more viable.

People management is key

The shift away from department-wide and company-wide training sessions is a move towards personalised training, making the individual employee the training customer. Measurement methodologies have a new focus on individual development plans and blended learning solutions, which consider individual learning styles. And development plans, which coordinate with business strategies, require certain personal objectives to be met before meeting larger strategic objectives. This decision is not only satisfying for the employee, but it is also profitable for the company. Therefore, organisations committed to their human resources will continue to invest in the growth of the individual employee.

References

(1) Beaton Consulting, Leadership and Management Development Survey, www.beaton.com.au, Jul 2003

(2) Learning Resources Network, www.lern.org

(3) D. & J Kirkpatrick, Evaluating Training Programs, Berrett-Koehler, Mar 2006