How can you create a dependable employee training assessment?

Employee training is a crucial investment for any organization, but how can you measure its effectiveness and impact? A dependable employee training assessment can help you evaluate the learning outcomes, the performance improvement, and the return on investment of your training programs. In this article, you will learn how to create a reliable and valid assessment that aligns with your training goals and objectives.

1 Define your assessment purpose

Before you design your assessment, you need to define its purpose and scope. What are the specific learning objectives of your training program? What are the desired behaviors and outcomes that you want to see in your employees after the training? How will you use the assessment results to improve your training strategy and support your employees' development? By answering these questions, you can clarify the focus and direction of your assessment and avoid collecting irrelevant or redundant data.

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Olga Shakarimova, PMP

IT Project Manager – IPOTEKA BANK
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During the work on the project "Implementation of the school of internal trainers" we introduced an assessment system that allows us to evaluate not only how our employees acquired knowledge, but also we developed a template for assessing the quality of the trainings themselves. Thus, a two-sided assessment was made.

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2 Choose your assessment methods

There are different methods of assessment that you can use to measure different aspects of your training program. For example, you can use surveys, quizzes, tests, or interviews to assess the reactions, knowledge, skills, or attitudes of your employees before, during, or after the training. You can also use observations, simulations, role-plays, or case studies to assess the application, transfer, or behavior change of your employees in realistic or simulated scenarios. You can also use metrics, indicators, or benchmarks to assess the results, impact, or return on investment of your training program on your organization's performance, productivity, or profitability. You should choose the methods that best suit your assessment purpose, objectives, and resources.

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Olga Shakarimova, PMP

IT Project Manager – IPOTEKA BANK
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When I was working on the project "Implementation of the school of internal trainers", we began to use our internal corporate Intranet network to assess employee training. All employees of our bank have access to this network, so they could not only receive training materials, but also be assessed for acquired knowledge.

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3 Design your assessment tools

Once you have chosen your assessment methods, you need to design your assessment tools that will collect the data you need. For example, if you use surveys, you need to create clear and relevant questions that will elicit honest and accurate feedback from your employees. If you use quizzes or tests, you need to create valid and reliable items that will measure the knowledge or skills of your employees. If you use observations or simulations, you need to create realistic and consistent criteria that will evaluate the behavior or performance of your employees. You should also consider the format, length, and difficulty of your assessment tools and how they will affect the engagement and motivation of your employees.

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4 Implement your assessment plan

After you have designed your assessment tools, you need to implement your assessment plan that will guide the administration and delivery of your assessment. You need to decide when, where, and how you will conduct your assessment, depending on the timing and mode of your training program. For example, you can use pre- and post-tests to assess the learning gain of your employees before and after the training. You can also use follow-up surveys or interviews to assess the retention and transfer of your employees after a certain period of time. You should also communicate the purpose, expectations, and benefits of your assessment to your employees and encourage them to participate and cooperate.

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5 Analyze and report your assessment data

The final step of creating a dependable employee training assessment is to analyze and report your assessment data. You need to use appropriate statistical or qualitative methods to process, organize, and interpret your data. You need to look for patterns, trends, gaps, or anomalies that will reveal the strengths and weaknesses of your training program and your employees' learning outcomes and performance improvement. You should also use clear and concise language, charts, graphs, or tables to present and summarize your data in a meaningful and actionable way. You should also share your findings and recommendations with your stakeholders and use them to inform your future training decisions and actions.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a dependable employee training assessment?

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1 Define your assessment purpose

2 Choose your assessment methods

3 Design your assessment tools

4 Implement your assessment plan

5 Analyze and report your assessment data

6 Here’s what else to consider

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