When these three components combine we can be sure that our training is worthwhile, effective, and will beat the startlingly low findings that otherwise only 10%1 to 34%2 of skills and knowledge gained from training is still being applied by employees one year later.
“I am glad we thought of this sort of course (behavioural patterns) as these are often overlooked in business” MG Customer Services
There may be many stakeholders in a training programme; participants, participants’ manager(s), Commercial Director, HR . . . and indeed the trainer! It is imperative to invest the time to ensure that all the stakeholders’ interests and expectations are being met by the programme. Here are some considerations :
- Are the training objectives relevant to those taking part? Why?
- How does the training help with the organisation’s goals?
- How does the training help individuals’ Personal Development Plans?
- SMART training objectives capture expected outcomes and make evaluation easy
- Are participants clear why they’re attending the course?
- Do they know what that want out of the training?
- Will there be a short discussion between each participant and their manager about their respective hopes and expectations for the training?
- Is the training timely?
- Have participants been given enough notice to prepare for the training?
- How soon after training will participants be able to put the training into practice?
References :
1. Broad & Newstrom 1992
2. Saks & Belcourt 2006