Corporate Training and Development Programs—Effective Evaluation & Training Strategy

Statistics have long been showing positive trends towards employee training and prove that organizations around the globe have been investing heavily in corporate training and development programs. Nearly $150 billion has been spent by US-based companies on different corporate training programs in the first two quarters of the year 2017 with an incremental increase by 14% every year. This means that companies are showing their serious concerns towards employee training and branding for increasing or enhancing their overall productivity and performance. 

But do these training programs produce significant results or outcomes or are they really effective to bring positive changes in employee attitude and work behavior? I believe retention of ideas and sharing of knowledge in the most epic tone and manner is vital to a successful training session. So, the corporate training development programs must be thought-out and designed in a way that suits your training objectives aligned with company’s philosophy and mission in strategic terms. However, besides planning and executing training, HR department of every organization also needs to monitor, track and evaluate the effectiveness of corporate training programs.

Since HR department is responsible for smooth operational flow and project’s execution strategy, it needs to set certain benchmarks or examine critical indicators to know or measure the effectiveness of training programs--whether they have been productive for organizations as a whole or just wasted time, money, efforts and energies. So, HR needs to initiate those training programs that are achievable. For that, they need to set SMART goals for smart tracking of corporate training and development programs.  There are certain ways in which HR can measure the effectiveness of such programs, they can be.

• By looking at ROI, performance results and employee productivity/commitment/engagement.
• Arranging post-training quizzes, surveys, exams, case studies, one-to-one or group discussions.
• By conducting different surveys and polls for knowing strengths and weaknesses of employees.
• By critically examining on-the-job performance and application knowledge of employees. 

·         By determining the level of employee support and implementation of fresh insights into the field.

Strategicaxis is the name of quality and trust as we aim to provide superior training programs to match ever-evolving needs of the corporate world. We provide quality solutions to our clients and take full ownership of projects, no matter how hard they might be.