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Digital transformation4 min read
How to measure the real impact of a training program
Attendance and satisfaction are not enough. A simple model to show that training changed practice and produced results.
Many organizations report how many people attended and how satisfied they were. Useful data, but it does not answer the question that matters: did anything change after the training?
Four levels of evidence
- Reaction: perceived usefulness and quality.
- Learning: what people can do at the end.
- Transfer: what they apply weeks later on the job.
- Results: the effect on organizational indicators.
Start with the end
Before designing the program, agree with stakeholders on which indicator should move and how it will be measured. That baseline turns training into an investment that can be evaluated.
Technology in service of evidence
Platforms with analytics, automated forms and real-time dashboards reduce the cost of gathering evidence and let you adjust the program while it runs.