Here are my 10 steps training evaluation model.
(Gap analysis - before and after training)
1) Identify critical performance gaps within the company - use ROE Du pont - compare against industry standards.
2) Identify competency gaps within the performance gap person or persons -
3) Chose who and what to train - identify best practices in the industry
4) Determine the right training delivery strategies - cluster and combined
5) Define training objective in term of KPI improvement.
6) Note input and output data before the training.
7) Note input and output data after the training.
Additional Notes
a) Use Du Pont ROE format for performance gap analysis.
b) Use best practices to identify required competencies.
c) Identify the relevant under perform job holders and teams.
d) Identify competency gaps
e) Use BSC perpectives to identify relevant learning.
f) Use component key result areas for root cause analysis.
g) Benchmarking for performance standards
INPUT OUTPUT ANALYSIS
1) Apply input and output analysis to understand work cause effect relationship.
2) To understand the linkage with key performance indicators.
3) Measure performance improvement by the shift of the KPI line.
The benefits of the above approach.
1) Avoid the unnecessary 100% TNA survey.
2) Performance gaps analysis are more objective.
3) Training is linked to objective and strategies using the BSC perspectives.
4) The critical performance gaps are identified and addressed efficiently within a short time.
Arriffin Mansor
copyright 2010
(Gap analysis - before and after training)
1) Identify critical performance gaps within the company - use ROE Du pont - compare against industry standards.
2) Identify competency gaps within the performance gap person or persons -
3) Chose who and what to train - identify best practices in the industry
4) Determine the right training delivery strategies - cluster and combined
5) Define training objective in term of KPI improvement.
6) Note input and output data before the training.
7) Note input and output data after the training.
8) Isolate the impact of volume in the results
9) Collect the cost of training including the opportunity costs
10) Collect output value of training and compute the ROI and rank them in term of priority.
a) Use Du Pont ROE format for performance gap analysis.
b) Use best practices to identify required competencies.
c) Identify the relevant under perform job holders and teams.
d) Identify competency gaps
e) Use BSC perpectives to identify relevant learning.
f) Use component key result areas for root cause analysis.
g) Benchmarking for performance standards
INPUT OUTPUT ANALYSIS
1) Apply input and output analysis to understand work cause effect relationship.
2) To understand the linkage with key performance indicators.
3) Measure performance improvement by the shift of the KPI line.
The benefits of the above approach.
1) Avoid the unnecessary 100% TNA survey.
2) Performance gaps analysis are more objective.
3) Training is linked to objective and strategies using the BSC perspectives.
4) The critical performance gaps are identified and addressed efficiently within a short time.
Arriffin Mansor
copyright 2010
