Explore some common ways to measure the impact of your training in this video.
- Here's a question we don't pose often enough … to stakeholders, … if this training were successful, how would we know? … If you want to deliver impactful training … you got to nail down at the very beginning of the project … what success looks like, … that is, the results you want the training to achieve. … Here are some common intended results of training, … you might want to write a few of these down … because they probably include some of the things … that you're going for. … The training helps protect the company from liability, … if someone sues or gets hurt on the job. … The training alleviates the workload of a person, … or a group, in the organization, … for instance, instead of always pinging a specific group … of people with questions about a process, … employees learn the process through an online module. … Another result we're often going for is standardizing … information and processes. … You often see this in on-boarding training … that's been redesigned so that it's more formalized. …
- Recall the most important job for an instructional designer.
- Name three cost-efficient, highly effective strategies that stakeholders can use in place of formal training.
- List three results that indicate an effective training program.
- Recognize steps that show changes in key performance indicators.
- Identify the stages in preparing a learning solution.
- Determine which strategy would prevent you from minimizing technical issues in your project development.