Make Training Measurable…The Content behind the Intent

Training is the Mantra to Success in any and every industry today, if I may say so. Organizations look at training as a direct tool to upscale business and service. This belief is good.

However, having said that, how many actually have a score card for employees, particularly their leadership - If despite all training attended, there is no comprehensible variation in the approach to work, processes, behaviour and attitudes, for some of those who attended training sessions through the year. After all, there was a massive budget allocated to this from the funding kitty.

Top managements expect a quality training to take place, and with the best know-how in the industry. Perfect approach. However, on and off, I see thought processes being restricted to completing targets on nominations for training. Training hours have to be completed, because it is a part of the KRA at the middle management + level.

How do you monitor the trainees back at work, post the training sessions, supposedly up-skilled in their knowledge and up-scaled in their attitudes.

If a visible difference is not noticed…If a score card on before & after is not maintained and monitored, then we might as well not waste the Organization’s time and money. This does not mean that all trainees and their leaders fall in the same bucket. Many absorb, retain and maintain. Some retain but do not maintain. Then, there is always this section which neither retains nor maintains.

What can we do to make training measurable? How do we decipher a method to gauge the content behind the intent for sending candidates for training? There are some who are doing it. Many others are not.

What if year-end performance and appraisals, not be considered the only measuring tool. What if the gap and the check be made mandatory on an as and when basis. This would save time and sieve out those who do not believe in the philosophy of Training.

Yes, time is short. Schedules are tight. Pressures are ongoing. But honest implementation of what is learnt at a training will go a long way in benefiting any Organization's long term goals and strategies.

I am a trainer. I should be happy that I delivered to the T. I should restrict myself to knowing that I kept my trainees involved and interested through the training. I should be satisfied with a good feedback. I know I did my job well. Should it matter to me if the trickle is not effected at some places?