Organization Development Manager
TRAINING MEASUREMENT IS A PURPOSE OR PATH?
Yes we are in the year 2016, and yet we are still discussing measurement of
training, the facts about human psychology state the results driven attitude of Sr.
Executives/Founders/C-Suits in general, these individuals are value driven, they
want everything that reflects on the bottom line, I am not talking about progressive
visionary exceptional directors, I am talking about the majority of executives we
meet on daily basis.
So measuring training within this context is a means to an end, it is the way we
justify the importance of specific trainings, and to show it’s value to the Board of
Directors, I can talk about how important training is, and how valuable, and
everyone in the room will nod and agree, but the moment things get tough in the
company, the first budget to go ByeBye will be the training budget, but we if we
show them how the ROI (Return on Investment) on every training in relation with
the organization’s bottomline, we will win the audience, I have tried it, ex (It takes 3
days to make sure a certain injection machine is ready to work with the required
quality, after the training it takes now 3 hours, the ROI measured was magnificent
effective to the organizations overall cost/profit)
Not only does measuring training win you top management, but it also aligns line
managers with the company’s direction, if the way you perform your TNA (Training
Needs Assesment) is dependant on interviews, appraisals and requests, you are
under the threat of delivering training programs that suit the line manager’s view
but not necessarily the organization’s direction, but the moment you measure
training, you can easily spot how important are training requests received from line
managers are, and accordingly they only communicate trainings they can translate
into organizational value.
When I talk about Training Measurement I do not mean the “how did the training
go?” document every training provider gives trainees after the training, I am talking
about the four levels of evaluating training by Kirkpatrick (Reaction – Learning –
Behavior – Result) more on these next time