"Did the training really work?" is a question every trainer asks, and it's often the case that while satisfaction with the training is high, there's no real change in the workplace, and it's not always easy to measure it by test scores alone.
At my company, we used to rely on a single post-training questionnaire, but since we've implemented a systematic evaluation system, we've been able to see some really meaningful changes, and the trainees are much more motivated to learn because they can clearly see their growth.
Prompt.
복사
Analyze as an expert in training program evaluation.
Scope of evaluation:
- Program Name: [Course Name].
- Audience: [job title/age/experience level].
- Objectives: [change in knowledge/skills/attitudes]
Four-step evaluation model:
1) Reaction assessment (satisfaction)
2) Learning assessment (knowledge/skill acquisition)
3) Behavioral evaluation (on-the-job application)
4) Outcome evaluation (performance contribution)
Measurement Methods:
◇ Quantitative indicators
Qualitative observations
Long-term follow-up surveys
Improvement points:
→ Curriculum modifications.
→ Teaching method improvement direction
→ Optimization of operational methods
Please provide a comprehensive evaluation of [training program] and suggest ways to improve it.
Training programs that have been improved through such systematic evaluation have seen an average learning transfer rate of more than 60%. In particular, voluntary participation in learning has increased significantly as trainees realize "I'm really different".
We believe that good training is measured by change, not satisfaction, so why not measure the real impact of your training programs?
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