I am currently evaluating the effectiveness of training in my organization and am in the process of gathering feedback from the training community outside of my organization. I am particularily interested in your feedback to the following questions:

How are companies showing effectiveness of training?

How do you demonstrate effectiveness of training on documents?

What do other companies think regulators (such as FDA) are looking for in terms of effectiveness of training?


Any feedback on these questions is greatly appreciated!
Thank You,
Beth

Beth....

Hard to say what FDA may be looking at in examining your TE (in the event your company is manufacturing product or conducting trials.) One place to begin is to look at their own internal guidelines.

Organizations I work with measure TE by examining the degree to which the training meets the performance requirements. This process takes place before training, during training, and follows the learner back into the workplace for follow-up over time (training transfer).

To monitor the effectiveness for your own purposes (and for outside regulators) you will also want to document the progress as well. A solid developmental feedback program (360/pre/post...et al) will do the trick.

Hope this helps. Be sure to come back with clarifying questions in case this was totally off the mark.

quote:

Originally posted by mpaydon:
I am currently evaluating the effectiveness of training in my organization and am in the process of gathering feedback from the training community outside of my organization. I am particularily interested in your feedback to the following questions:

How are companies showing effectiveness of training?

How do you demonstrate effectiveness of training on documents?

What do other companies think regulators (such as FDA) are looking for in terms of effectiveness of training?


Any feedback on these questions is greatly appreciated!
Thank You,
Beth

Beth,

We do this at my company by tracking the key process indicators and correlating them to training accomplished. Every business has metrics--one that stands out is turnover. Main thing is to keep the data simple. We have done correlations with leadership training and turnover and you can see a trend of lower turnover as supervisory skills increase. In our case, we track turnover per supervisor.

I'm sorry to sound like a broken record, but you'll need to define what you mean by "effectiveness".

Three standard metrics that can be tracked using impact and other studies are: Turnover, Retention, Promotion.
What is great in using these standard metrics is you can easily then link to other HR initiatives.