π‘»π’“π’‚π’Šπ’π’Šπ’π’ˆ – π‘±π’π’–π’“π’π’†π’š π’‡π’“π’π’Ž 𝒏𝒆𝒆𝒅𝒔 π’‚π’”π’”π’†π’”π’”π’Žπ’†π’π’• 𝒕𝒐 π’Šπ’Žπ’‘π’‚π’„π’• π’†π’—π’‚π’π’–π’‚π’•π’Šπ’π’

This is the last post in this series where whole of the training process was discussed. We talked about importance ofΒ #TrainingEvaluationΒ & its criteria as well. There are various models of evaluation focusing on aspects like,
~ Context of the training activity
~ Reaction of trainees
~ Change in levels of Learning
~ Impact on behaviour
~ Application in the work
~ Overall results / outcomes from organization’s perspective
~ Impact on business
~ Analysis of ROI

It is said, “𝑰𝒇 π’šπ’π’– 𝒄𝒂𝒏’𝒕 π’Žπ’†π’‚π’”π’–π’“π’† π’Šπ’•, π’šπ’π’– 𝒄𝒂𝒏’𝒕 π’Šπ’Žπ’‘π’“π’π’—π’† π’Šπ’•!” So, the evaluation is like setting those weighing machines or measuring tapes. In these instruments we get readymade scales; however when it comes to measuring an impact of something, we need to design the scale ourselves.

There are some quantifiable aspects but the soft aspects like behaviour change are always found to be difficult to measure. I must share here that there are scales for the same as well, which need to be administered right from beginning.

Each organization may come up with its own scale but the objective has to be the same. In this process, these questions may help,
~ What exactly do we want to evaluate?
~ Did we decide the same even before initiating the training process?
~ Did we measure the same aspects before training?
~ Do we have parameters to check the change in various aspects?
~ Did we design the evaluation mechanism beforehand?
~ Did we develop the required material before training activity took place?
And also,
~ Are we open to accept and work on the results?
~ Were we always honest while capturing data at each stage?
~ Have we developed mechanisms & systems to address & implement the recommendations / outcomes of evaluation?
~ Do we have courage to make necessary changes in the current systems and take firm stands if need be?

Evaluation is a harsh reality. It talks with facts, figures, data, numbers and strong evidences. Denial mode, defense or justifications do not hold any ground there and hence, organizations need to be as prepared as they were at the time of training needs assessment.
But if taken in a right spirit and if implemented with complete honesty and courage, the whole training process can work like a blessing to the organization.

Synergeze Consultants Private LimitedΒ offers handholding and end to end support in the training process. Do connect with us for more information!

And also do share your feedback about the series in the comments!

Small businesses at times seems to be ignoring many a thing, by just treating them as one more jargon in this new age of super complicated words and synonyms. Process Re-Engineering can be a game changer to businesses, as it can perform miracles on a failing or stagnant company and open new doors for a company on steady path of growth. However, the process is tricky and needs some pain-killers to supress the pain of change and pain of tearing down what we are used to and feel comfortable with. If ignoring this was a mistake, the next big mistake could be to settle for a cheap and basic process re-engineering tool in absence of an expert guidance. It could be that you tried saving a cent and lost a dollar. We atΒ Synergeze Consultants Private Limited, help businesses to implement the changes in an ongoing manner without effecting the current operations in any way and yet delivering the desired results. To learn more about our standardised approach which is customized for every single business please reach out to us. If you wish to be more profitable and save on all forms of costs – Your destination is our name – Synergeze Consultants Private Limited.
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