Documenting Effectiveness of Training

Q

Quality_Goblin

Registered
#1
#1
What have you found to be the best ways to document the effectiveness of the trainings you give to employees? Currently we use tests at the end of the training, but I don't really find them to be value add. And I don't always remember to administer the test after the training is done. Is there a better way? One of our auditors suggested using a matrix that had levels 1/2/3 to determine skill level and do renewal trainings at certain times of the year like quarterly for example.

What have you found to be an effective way? Thanks!
 
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Funboi

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#2
#2
Firstly, auditors (unless they are internal and have half a clue) shouldn't be suggesting anything.

Why are you training? To develop a competency? If so, don’t you have the person show what they can do? It’s got to be easier than writing/taking a test! How do you write an exam for someone who rides a bike? How do they answer? Best way? Get on and ride!
 
Ronen E

Ronen E

Problem Solver
Moderator
#3
#3
You can't measure the effectiveness of anything unless you have a clear goal defined for doing that thing.
Once such a goal is clearly defined, the effectiveness of a specific action will be determined by the degree that goal has been achieved (by that action).
Is the question how to measure the degree the goal has been achieved? It depends on what the goal is.
Is the question how to document the above measurement? It depends on the measurement method.
 
Y

yodon

Leader
Super Moderator
#5
#5
Most of our training is "read and understand" and is low risk. We discuss training effectiveness in our Management Reviews ("were there any events that would indicate training was ineffective?"). This is suitable for us.

I work with clients that do need additional methods (higher risk). The exam (or discussion with the trainer) is one way. Another way is for the trainee to train the trainer (highest risk areas).
 
Ed Panek

Ed Panek

QA RA Small Med Dev Company
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Super Moderator
#6
#6
There are many ways. Ultimately poorly trained employees will lead to defective products and services. Does your post marketing feedback describe poor understanding of procedures? The customer is the final arbiter of your training standards.
 
QChas

QChas

Involved - Posts
#7
#7
Early on in my ISO days during a "pre assessment" audit, our auditor stated "If they are getting a paycheck they must be competent, don't over think it!". OJT has been our main tool, documenting issues and havng coaching sessions as needed. This in addition to having a job description and doing a performance evaluation. We don't lock ourselves into hourly, we do them as needed.
 
Ronen E

Ronen E

Problem Solver
Moderator
#8
#8
Ed Panek said:
Ultimately poorly trained employees will lead to defective products and services.
Click to expand...
Only if processes are sensitive to operator skill (in many cases it means poorly designed processes).
Ed Panek said:
Does your post marketing feedback describe poor understanding of procedures? The customer is the final arbiter of your training standards.
Click to expand...
Perhaps this is a reasonable metric/indicator in the case of customer-interfacing processes (e.g. helpdesk), but in the case of processes that feed into customer satisfaction through product characteristics (e.g. manufacturing processes), customer dissatisfaction can stem from many other factors and from complex interactions between multiple factors. I think that customer dissatisfaction can only be taken as a weak (low certainty) indicator of ineffective training in such cases.
 
Last edited:
T

Tidge

Trusted Information Resource
#9
#9
Quality_Goblin said:
What have you found to be the best ways to document the effectiveness of the trainings you give to employees? Currently we use tests at the end of the training, but I don't really find them to be value add.
Click to expand...
I'd like to suggest that there is an alternative approach beyond "doing something differently".... bluntly, there is an option to "do the thing you are doing, but better."

It is possible to develop more appropriate tests for the employees, even in the form of multiple-choice tests. Leverage your favorite internet search engine to seek out articles on "Bloom's Taxonomy of Cognition" and dive deep enough into them to understand the construction of test questions appropriate for the necessary levels of cognition.
 
RoxaneB

RoxaneB

Change Agent and Data Storyteller
Super Moderator
#10
#10
Quality_Goblin said:
What have you found to be the best ways to document the effectiveness of the trainings you give to employees? Currently we use tests at the end of the training, but I don't really find them to be value add. And I don't always remember to administer the test after the training is done. Is there a better way? One of our auditors suggested using a matrix that had levels 1/2/3 to determine skill level and do renewal trainings at certain times of the year like quarterly for example.

What have you found to be an effective way? Thanks!
Click to expand...
A matrix such as the one suggested does little to improve the effectiveness of training, let alone measure it; rather, it merely identifies training needs/requirements.

Testing people is a way to demonstrate that people were paying attention and have memorized the material. Again, not necessarily the best way to show that the training was effective.

I’d offer that effectiveness of training is demonstrated through the results of the process. If desired results are achieved, it could be inferred that the training did its job. I suppose we could argue that maybe it’s because people have common sense or googled something, so perhaps a short quiz (if your organization is set on that approach) paired up with an ongoing review of results could be best.

It’s akin to getting your driving license. You study/practice for the test…you pass the test…but your driving history (e.g., accidents, tickets, subsequent insurance rates, etc.) can be used to determine the effectiveness of your training (and learning from experience).
 
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