How do you evaluate your software implementation training?

Any time you plan training the three things you must know about that training before you begin: 1. Who will you be training? Do you know specifically? Or, do you have a persona that represents your learner? 2. What defines success? When they leave this course they will be able to accomplish, explain, or complete X, Y, and Z. 3. What method will help the learner described in 1 and content in 2 be successful? Acronyms and snappy-words, are useful but not necessary to create excellent and engaging content. Productivity is not a mark of success in training. Can a learner apply what they learn and build more success? That... is a measure of success.

I agree that there should be KPIs set for measuring the training results, additionally, this should be done in the different phases of training: 1) You need to have the Initiation or Beginning: Where you track how many team members have actually attended the training. 2) Then of those trained, how many are using the system as it should be used; this includes any issues & resolution support tickets. Because re-training usually is needed 3) Then post a date range that is determined: ~ 90 - 120 days 3 - 4 months) when people begin to get comfortable with the new platform. By this point, you need to determine the correct use of the platform as it should be used: in real-time or backend work done. Then you can start tracking other KPIs.

Before embarking on your training journey, clearly define your objectives and measurement criteria. What are your specific learning goals? Consider the anticipated outcomes and advantages of your software implementation. Align your training with both business objectives and user needs. Utilize the SMART framework to establish goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. For instance, aim to boost user productivity by 10% within six months post-implementation. Track this by monitoring task completion times, error rates, and customer feedback. Best practices include regular check-ins and adapting training based on user input to ensure continuous improvement and alignment with organizational goals.

To evaluate your training effectively, select methods based on the data and feedback you need. Identify the specific data to collect and research suitable techniques, combining quantitative and qualitative approaches for comprehensive insights. Use surveys and questionnaires to gather user feedback on expectations, satisfaction, and challenges before, during, and after training. Conduct pre- and post-training tests to assess skill retention. For deeper insights, consider interviews and focus groups, and use observational assessments to monitor user performance against established criteria. This multifaceted approach will significantly enhance your training outcomes.

Training evaluation for me has mostly be low key or low level = straight up types of evaluations for the most part: 1) How many people need to take a particular training -But how many showed up? 2) For those that were trained, are we seeing tickets in or requests for additional training? - If so how many 3) A post-training survey - immediately for an idea of how teams are finding use of the new software 4) What levels of difficulty are we seeing? - Is additional over-the-shoulder type training needed? 5) Is there a need for office hours - post launch? If yes: - If there is a need, how many of the total people trained so far? - What is feedback? If no: - Why? - How can we evaluate right and proper use of the software by users? 6)KPI numbers?

to selecting the perfect Learning Management System (LMS) for our pilot training program. After careful consideration, we decided to go with Moodle for its customizable features and seamless integration options. For our online classes, we chose Adobe Connect. Its real-time polling, survey features, and easy class recording made it the perfect fit for our needs. Implementing this combination has been transformative. Coordinators can easily define classes within Moodle, and students can access Adobe Connect links directly from their dashboard. This initiative has greatly improved collaboration among pilots and has enhanced our overall learning experience.

There are so many training tools on the market currently, and you will find that many of these might have the training tracking tools right inside of these "Learning Management Software" (LMS) tools themselves. Some are already listed here, and others might have these tracking surveys or capabilities too, inside of them include. Others include: HealthStream - Specific to Healthcare mostly Teachable Thinkfic LearnWorld Podia Kajabi LearnDash For Video: Let's not forget a popular mode of learning and platforms housing these YouTube Venmo and others Afew more for report feedback I would add are: Jotform

For software implementation training, I think this is a large growth opportunity for AI adoption. Combining training, and AI uses cases such as chat help bots, and user examples through AI can deepen the knowledge of your users who you are training.

No training is ever complete. Iterations are how you get to success. Listen to the feedback. Keep things simple. Don't trick your learners, if you struggle to explain things simply, work to understand the concepts better.

Yes there is always a review of Software Implementation training, as it is an on-going process. Where the feedback comes in for the trainer, is perhaps how someone might need more training. Since we all understand things differently, a trainer might need to change up their way of training on a topic or platform to help different trainees understand that training in the best way possible for them. On the other hand, for a traineed/someone that's trained, when we train on items we will use more regularly, we become better at it. For those not used often, we might forget and need to go back and remind ourselves every so often. Getting that feedback during and post training is what's important. Then the follow-up is what gets results!

Please don't waste your time with acronyms and high-minded concepts. Set your goals, know your audience, and keep it simple. I spent the last 2 decades providing training solutions for software companies and my focus on the needs of the learner helped the end customer execute their work effectively and keep them coming back for more.

Training or learning doesn't end. Some trainees might become competent, however others coming behind them will still need the training. It is always good to learn from the feedback, change some things that maybe can be taught better or differently. Feedback is critical to creating an overall organizational or SMB Training program for your team, business and organization as a whole. Additionally, perhaps looking to incorporate new tech workflows and methods of doing things to make things better overall. Process improvement is important, where appropriate, to incorporate. Does it make sense where appropriate to add: AI capabilities in some sense Create Training materials with AI Add gamification Leader Boards...etc. to Differentiate it?

The focus should be on the learners. - Be very receptive to their questions and ready to pivot based on need. Is there a specific area that may need a bit more focus though you only planned for a limited amount of time? Pivot! - Create a safe and comfortable environment to learn.Encourage questions, gamify things, be as upbeat as you an while still covering your material.

Often times people are afraid to speak up and ask questions during training. Building an AI chatbot that can be used for questions and use cases can help tailor your training on data backed topics. If many people are using the chatbot to ask questions about integrations then you have the ability to add more information regarding that issue.