Evaluation of the effectiveness of employee development
Posted: Tue Jan 21, 2025 8:58 am
Questionnaire
This is a very common method of assessing the effectiveness of employee development in a company. Its essence is simple: each subordinate is asked several questions after training. For example:
What can you say about the teacher?
Did you like the material?
How do you rate the presentation style?
This evaluation method is very components of a job seekers database simple to implement, but allows you to immediately analyze the effectiveness of training.
Before and after comparison
First, the knowledge of the employees is assessed before using a particular training method. After completing the courses, the employees are asked to complete the same tests.
There are several nuances that need to be taken into account when creating assessment tests:
Questions should not be too long.
It takes an employee no more than 10–20 minutes to complete the test.
The questions should correspond to the main objectives of the training. Thanks to this, you will be able to understand how students perceive this or that information from the course. However, it is worth considering that the material may simply not have been listened to by the employee or incorrectly presented by the trainer.
Test tasks should be easy to understand.
It is recommended to use both true and false questions, providing multiple answer options.
Current rating
In this method, employees are asked several open-ended questions before and after training. This assessment should be conducted by a trainer or training manager. For example:
Before classes After class/information block
1. What would you like to know today?
2. What skills would you like to acquire?
1. What new things did you learn today / on this topic?
2. What did you like most about what you heard/saw?
3. What materials would you like to study in more detail?
4. What adjustments would you like to make to the training?
In this way, management can improve the personnel development system based on its perception: introduce new topics or return to material already covered. The training manager immediately receives feedback from employees, and the trainees acquire useful knowledge and skills. If the program is designed for several weeks or months, then questions are asked at the end of the day. This allows for daily adjustments to the group's work.
Methods for assessing quantitative indicators
Implementing a training program requires time, effort, and equipment. Of course, all of this requires certain financial resources, so the organization must evaluate the payback of training. Otherwise, the company risks wasting money in vain. Experts recommend focusing on the four-level Kirkpatrick model, which includes the fifth stage - payback of training (ROI).
Formula for calculating ROI :
(Benefits – Costs) / Costs * 100%.
Let's look at a specific example. Let's assume that a company hired a trainer to train its staff. He charges 30 thousand rubles for his work. The price of the training equipment was 3 thousand rubles, and the cost of renting the premises for training was 5 thousand. Thus, the company spent 38 thousand rubles. Before the training, sales volume was 50 thousand rubles. In the first month of training, this figure reached 100 thousand. Consequently, the company received a profit from the training in the amount of 50 thousand rubles.
Based on this, the ROI will be as follows: (50,000 – 38,000) / 38,000 = 0.315. Multiplying this value by 100, we get 31.5%. Thus, if the sales volume does not decrease in the following months, the payback period for training will be slightly more than 3 months. The result of the ROI calculation is easy to decipher: if you received more than 100%, then the investment pays off.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Cli
This is a very common method of assessing the effectiveness of employee development in a company. Its essence is simple: each subordinate is asked several questions after training. For example:
What can you say about the teacher?
Did you like the material?
How do you rate the presentation style?
This evaluation method is very components of a job seekers database simple to implement, but allows you to immediately analyze the effectiveness of training.
Before and after comparison
First, the knowledge of the employees is assessed before using a particular training method. After completing the courses, the employees are asked to complete the same tests.
There are several nuances that need to be taken into account when creating assessment tests:
Questions should not be too long.
It takes an employee no more than 10–20 minutes to complete the test.
The questions should correspond to the main objectives of the training. Thanks to this, you will be able to understand how students perceive this or that information from the course. However, it is worth considering that the material may simply not have been listened to by the employee or incorrectly presented by the trainer.
Test tasks should be easy to understand.
It is recommended to use both true and false questions, providing multiple answer options.
Current rating
In this method, employees are asked several open-ended questions before and after training. This assessment should be conducted by a trainer or training manager. For example:
Before classes After class/information block
1. What would you like to know today?
2. What skills would you like to acquire?
1. What new things did you learn today / on this topic?
2. What did you like most about what you heard/saw?
3. What materials would you like to study in more detail?
4. What adjustments would you like to make to the training?
In this way, management can improve the personnel development system based on its perception: introduce new topics or return to material already covered. The training manager immediately receives feedback from employees, and the trainees acquire useful knowledge and skills. If the program is designed for several weeks or months, then questions are asked at the end of the day. This allows for daily adjustments to the group's work.
Methods for assessing quantitative indicators
Implementing a training program requires time, effort, and equipment. Of course, all of this requires certain financial resources, so the organization must evaluate the payback of training. Otherwise, the company risks wasting money in vain. Experts recommend focusing on the four-level Kirkpatrick model, which includes the fifth stage - payback of training (ROI).
Formula for calculating ROI :
(Benefits – Costs) / Costs * 100%.
Let's look at a specific example. Let's assume that a company hired a trainer to train its staff. He charges 30 thousand rubles for his work. The price of the training equipment was 3 thousand rubles, and the cost of renting the premises for training was 5 thousand. Thus, the company spent 38 thousand rubles. Before the training, sales volume was 50 thousand rubles. In the first month of training, this figure reached 100 thousand. Consequently, the company received a profit from the training in the amount of 50 thousand rubles.
Based on this, the ROI will be as follows: (50,000 – 38,000) / 38,000 = 0.315. Multiplying this value by 100, we get 31.5%. Thus, if the sales volume does not decrease in the following months, the payback period for training will be slightly more than 3 months. The result of the ROI calculation is easy to decipher: if you received more than 100%, then the investment pays off.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Cli