72% of delegates at the British Learning Association's conferencea in 2006 agreed that learning tends not to lead to change.
Only 51% of delegates said they evaluate for results several months post-learning intervention. David Wolfson, Chairman of the British Learning Association commented, "These are worrying figures from the country's leading learning professionals. If they really do reflect training in the UK, then we have to think long and hard about how to make the changes that training is meant to give. It suggests that we have to do more - much more - to ensure that learning interventions really make a difference."
Improving training effectiveness is a simple way of improving the bottom line. Listed below is a growing collection of tips to improve training effectiveness submitted by our customers, colleages and readers of the Winds of Change Newsletter.
If you have any tips worth sharing, email Kevin Dwyer
Training Effectiveness Tips by Category
Business Goal
12. In order to cascade goals to training programme objectives:
describe the organisational goal as an outcome
describe the activities departments need to complete to what level of quality, quantity, time and budget to meet the organisational goal
describe the competency required to complete the department activities required to meet the organisational goal
describe the learning outcomes which would close the gap between what competence exisits now and what is required - submitted by T.Stevens.
17. Don't ask what the goals of the organisation are when they are not already crystal clear. Ask what worries the managers. Ask what keeps them awake at night. This way training can be used at least to take away problems - submitted by Malcolm
18. Survey the market. Find out what other organisations are training their people on and why. You may be able to cascade upwards to get management to review their goals based on what is good for the competeition is good for us - submitted by Malcolm
Suitability of training
6. Use a training decision tree to determine whether training is required. Build a decision tree that matches your business environment and goal. - Submitted by Wendy
24. Don't use face to face training to get people to learn things they must remember (knowledge training). eLearning is better in that people can be tested easily for what they have remembered and it is much more cost effective in terms of training development and execution costs and opportunity costs of participants attending
28. Use e-learning, job aids and help files for training which is to inform. Use interactive e-learning, face to face learning and projects for training which is to teach people how to perform - submitted by Tina
34. If it is a performance problem, concentrate on training but do not ignore counselling. If it is a behavioral problem, concentrate on counselling and coaching but do not ignore training - submitted by Jimmy
Training needs analysis
5. To determine the training needs of employees talk with your customers. Exit interviews in retail environments can discover how services could be improved and what aspects customers were satisfied with. Focus groups and on-line or off-line surveys are also useful for finding out about customers views of where competency shortfalls exist. - submitted by Cynarion
11. Use rubrics to help determine competence gaps. A rubric is a matrix scoring tool. A rubric lists the criteria or "what's important" for an activity. For example, rapport building, handling objections, closing techniques, product knowledge and process knoeledge are what's important in retail selling. They also have gradations of quality: describing the best, middle and worst levels of quality in a manner which leads to easy measurement. - submitted by Joanne Highley
27. If some areas of knowledge are very important to know, test your employees for their knowledge. It makes no sense when knowledge is critical to completing a role to rely on a supervisor or employees opinion - submitted by The Snowman
33. Don't forget to include personal development in the training needs analysis. Limiting training needs analysis to business skills will limit productivity gains otherwise available through a well thought out training plan - submitted by Jose
Instructional design
4. Devote more time to experiential learning and practice than to lecturing when planning competency based training. A 40:60 split of information giving to practise is the minimum target. Try to establish a 30:70 split. Determine how many times key tasks must be practised to assure a basic level of competence prior to designing the training plan.
13. Write learning objectives in the style of [verb][condition][standard]. For example, Run 400 metres in 50 seconds. Use active verbs. Use Blooms taxonomy to choose appropriate verbs for the type of behaviour desired - submitted by Helen
14. When using role plays,set two or more layers in the role play.For example if the role play is about a salesperson and a customer andd we are testing questioning and listening skills, make one layer about the needs of the customer which need to be ascertained to be able to demonstrate the right product. Make another layer the opportunity to sell much more than the one product if the right information is brought out by appropriate questioning.
19. Don't expect participants to be able to learn more than three things at a time. The three things may be a concept, a technique and a worked example. Trying to have participants learn more than three things in a module is a recipe for poor retention - submitted by Cynarion.
20. When its feasible to use audio in elearning design to describe graphics, use it. Simultaneously processing text and graphics can overload the visual channel. Utilise the audio channel to maximise the probability of retention - submitted by Helen.
29. Don't use extraneous sounds in e-learning design. It only distracts people filling the auditory channel with nonsense. Also, keep those horrid Microsoft PowerPoint sounds out of presentations. submitted by John
37. Match instructional methods to the training objectives. brainstorming, case study method, computer-assisted instruction, concept mapping, demonstration, drill-and-practice, large group discussion, lecture, panel discussion, role playing, simulations.
Evaluating training
7. At Kirkpatrick's first level of evaluation ask the participants to evaluate their own participation. Ask them to evaluate their peer's participation. The introspection will tell them something about themsleves and also tell you something about your ability to create an environment where people participate.
8. For workshops use the quick GRIPI method asking people to evaluate the workshop at each phase for the:
Goal of the workshop being clear
Roles being clearly identfied
Information required being available
Process being appropriate
Interpersonal skills of the group being executed well - Submitted by Cynarion
15. Test applicants for their knowledge before and after training. Test them six weeks after the training to test the capacity of the training to help them remember what they were supposed to learn.
16. Use control groups, if possible to determine the real impact of training rather than the impact of training and other initiatives happening at the same time - submitted by Graham.
35. Use focus groups to determine the level of application in the workpalce and the ability to apply knowledge in the workplace - submitted by Joseph.
38. When using multiple choice or true/false questions either on-line or off-line, limit the number of questions to 20. Any more questions risks participants getting bored and answering randomly just to finish
Training as an investment
3. Ensure line management have input in learning outcomes and design. Give them two roles. One as a participant in a converstaion about the training outcomes and design. This can be by brainstorming or just by spending time with them individually in their office. The other is a a committee, perhaps of one, that signs off on what has been documented from the conversations.
Directly involving line managers in the planning and design stage will build their interest and clearly demonstrate their accountabilities for ensuring the desired results after the training. - submitted by Joanne Highley
10. Measure at least one piece of hard data before and after the training programme, for example: productivity, defects, injury frequency ratio, customer repeat purchase. Using one of these types of measures in addition to softer measures such as employee satisfaction and customer satisfaction will make your pitch to management much more meaningful.
24. Look beyond the immediate benefits of training. Measure the impact on employee satisfaction and attrition rates against either the level of investment or training hours.
36. Ask participants to list personal benefits they will get when they hit their goal as a result of the training. This provides motivation and a statement of benefits for the organisation and the individual - submitted by Jane
Resources
1. Evaluation tools from the Center for Education Integrating Science, Mathematics and Computing (CEISMC)
at Georgia Tech's College of Sciences. - submitted by Garth Clarke - Maintenance Services Consulting
2. Follow this link to Don Clark's Instructional System Developemnt - Evaluation Phase - Chapter VI. Don Clark explains evaluation approaches including Kirkpatrick's Four Level's of Evaluation. A good resource for those without the time to read the book. - submitted by The Snowman (perhaps we should have a prize for the best screename? Ed.)
21. Trainer Interactive Is a great site for training resources. It is a pay for use site. It has training tools and whole modules and assessment tools covering a broad range of training topics. The training material is well written and comes with detailed instructions which are easy to follow. It's difficult not to create training success with their material - submitted by Jeff
23. Presenter's University is a registration site with free templates and tools and tutorials for making powerful presentations - submitted by Ralph
30. OSHA Eye and Face Protection e-Tool is a site which guides viewers on selection of pimary protection equipment. A good tool for those involved in OHS training - submitted by Finau
31. SALTO Toolbox for Training is a free searchable tool with icebreakers, presentations, simulations, videos and more on topics from diversity to project management - submitted by Helen
32. Team Publications is a commercial training and HR site with a wide range of off-the-shelf traning tools which are helpful for organising quick cheap training - submitted by Petro
39. Trainers Library is a commericial site with a one time joining fee and an annual fee for access to a library of games, simulations and complete training modules - submitted by Jenny
Training Stickiness
9. Challenge employees to take control of their training. During the training course ensure that participants understand that it is their responsibility to get value out of the training. - submitted by Joanne Highley
22. Get visual. Not just using animations or videos. Use active visual stimulation to get a point across. For example, when teaching hospitalty staff about hygiene, use the proprietary hygiene training aid which glows under a UV light. Ask particiapnts to demonstrate their ability to wash thier hands in water containing the proprietary liquid. Talk for ten minutes and then ask participants to stand under a UV light in front of a mirror in a darkened room. They will be surprised where their hands have been in ten minutes. They will not forget it, ever. They are also less likely to forget the dryer parts of the course about the transmission paths of the various bacteria and viruses that they should be aware of - submitted by Ralph
25. Make people move around. Don't allow them to sit in one position becoming so comfortable with their surroundings that they lose concentration - submitted by Joanne Highley
We welcome your comments: you can contact Kevin by email at
Achieve more in less time With the "Make Time For Success!" self-study program. 39 tips from the pros on managing time, effort, and others. Order the142-page ebook to reduce your stress and free up time.
