By : Vincent Stevenson
What do we have to do to convince our boss that further training will be a real enhancement to the business?
For those of us who have been in training for a long time, there is a simple formula which when delivered to the boss, makes it difficult for him or her to resist.
It's called Kirkpatrick's evaluation model for training. Donald L Kirkpatrick was a professor at University Of Wisconsin when he published his series of articles in the Journal of American Society of Training Directors in 1959. A training phenomena was born.
Kirkpatrick's training evaluation model uses four levels which are:
Level 1: the reaction of student - how they enjoyed the training experience and felt about it afterward.
Level 2: learning - the measurable hightening of core skills and business flexibility.
Level 3: behaviour - extent of behaviour and capability improvement and implementation/application.
Level 4: results - the effects on the business or environment resulting from the trainee's performance.
All these measures are recommended for full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1-4.
Think back to your last course? Examine Kirkpatrick's four levels and then look for evidence which is demonstrable to your boss, this evidence must persuade him that more spending on your training will have proven benefits.
Your manager needs to know that your recent training courses have had an impact on you as an individual, as well as demonstrating a significant return on investment to the department. So, it's our job to remind him of your phenomenal learning skills.
Remind him of how the last course went: 'It was a brilliant course; the trainer was fantastic, the facilities first class and all of the support staff were really switched on. It was a great experience.
Now move on to level 2: I learnt how to do spreadsheets, calculations, and functions and I became so much more productive as a team member. I am preparing myself to produce even more advanced work.
It's going well - now move on to level 3: My previous training has really made a difference to the team. I am more skilled and productive and now I'm working to develop the skills of less experienced staff when they have a problem. When I wake up in the morning, I jump out of bed because I'm so excited about the work and the professional progress that I'm making.
And now level 4 - what are the distinguishing results of the training? Well at my last appraisal I was told that my productivity has risen by 30% and my error rate has significantly been reduced. I am currently utilising my professional skills in helping less experienced colleagues and I intend to run a voluntary training session in the coming months.
If it's possible to persuade the boss that every cent of expenditure on your continuous professional development will return an amazing return on investment, you are surprisingly closer to that confirmatory signature.
Job Vacancy , Indonesia Job , Job Indonesia
What do we have to do to convince our boss that further training will be a real enhancement to the business?
For those of us who have been in training for a long time, there is a simple formula which when delivered to the boss, makes it difficult for him or her to resist.
It's called Kirkpatrick's evaluation model for training. Donald L Kirkpatrick was a professor at University Of Wisconsin when he published his series of articles in the Journal of American Society of Training Directors in 1959. A training phenomena was born.
Kirkpatrick's training evaluation model uses four levels which are:
Level 1: the reaction of student - how they enjoyed the training experience and felt about it afterward.
Level 2: learning - the measurable hightening of core skills and business flexibility.
Level 3: behaviour - extent of behaviour and capability improvement and implementation/application.
Level 4: results - the effects on the business or environment resulting from the trainee's performance.
All these measures are recommended for full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1-4.
Think back to your last course? Examine Kirkpatrick's four levels and then look for evidence which is demonstrable to your boss, this evidence must persuade him that more spending on your training will have proven benefits.
Your manager needs to know that your recent training courses have had an impact on you as an individual, as well as demonstrating a significant return on investment to the department. So, it's our job to remind him of your phenomenal learning skills.
Remind him of how the last course went: 'It was a brilliant course; the trainer was fantastic, the facilities first class and all of the support staff were really switched on. It was a great experience.
Now move on to level 2: I learnt how to do spreadsheets, calculations, and functions and I became so much more productive as a team member. I am preparing myself to produce even more advanced work.
It's going well - now move on to level 3: My previous training has really made a difference to the team. I am more skilled and productive and now I'm working to develop the skills of less experienced staff when they have a problem. When I wake up in the morning, I jump out of bed because I'm so excited about the work and the professional progress that I'm making.
And now level 4 - what are the distinguishing results of the training? Well at my last appraisal I was told that my productivity has risen by 30% and my error rate has significantly been reduced. I am currently utilising my professional skills in helping less experienced colleagues and I intend to run a voluntary training session in the coming months.
If it's possible to persuade the boss that every cent of expenditure on your continuous professional development will return an amazing return on investment, you are surprisingly closer to that confirmatory signature.
Job Vacancy , Indonesia Job , Job Indonesia
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