Training evaluation data must be analyzed to determine if project goals are met. Explore techniques for analyzing data and using those insights to draw conclusions on learning effectiveness.
- It's important to collect data about the training programs…you evaluate.…But that data is useless…unless you analyze it to draw actionable conclusions.…Key action number five in the ATD Competency Model…is Analyzes and Interprets Data.…Here, we try to make sense of all the information we collect…and put it in a format, such as a summary, graph,…or report that allows our stakeholders…to easily understand it.…Keep in mind that an analysis…is more than just a data presentation.…
Let's say we create a training program…to help managers reduce errors on expense reports.…The data presentation might tell us…that the error rate went down from 18% before the training…to 3% after the training.…That sounds great.…But an analysis can tell us why this happened…and how we can make the training even better.…Perhaps we learn that when errors still happen,…they tend to fall into one of two categories:…expense reports submitted after their due date…and expense reports that contain a request…for an exception to the company policy.…
Check the exercise files for sample evaluation plans, reports, checklists, and worksheets that you can use to evaluate your own employee development program.
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- Common learning assessment models: Kirkpatrick, Phillips, Brinkerhoff, and alternatives
- Identifying expectations
- Collecting data
- Analyzing data
- Making recommendations