Evaluating Employee Training

May 6th, 2013  / Author: chief

Why you should consider evaluating your employee training results

Once you’ve selected an appropriate employee training course for your organisation, and had your employees take the course, the next important aspect that needs to be dealt with is evaluating its effectiveness. In the past, such evaluations were pretty crude, with often the best effort to evaluate the training being feedback sheets from employees being returned at the end of the course, giving assessments on such issues as the venue, the trainer, the facilities, how useful the training course has been for their job, and whether it has satisfactorily met its initial objectives.

What to look for in evaluating success

While such feedback is valuable, and can give some useful indication of what has occurred during the course, it is also a bit limited in terms of really getting to the bottom of how effective the training has been. There are all sorts of obvious problems with employee feedback. For example, one is provided with the problem of completely conflicting reports; whose version of events and the course should be considered accurate? Another problem is that employees might allow their perception that they will be judged on their answers to affect the way that they fill in such feedback forms.

To summarise, the problem with employee training feedback, particularly when it is all provided in one sitting at the end of the course, is that the employees themselves may be unreliable. And there is little evidence that employees who give positive feedback during a course actually reflect the course content in their behaviour when they return to work. Psychological studies have demonstrated this beyond all doubt.

Thus, in order to assess whether skills learnt during training are going to be transferable to the ‘real world’ and to properly and appropriately appraise the efficacy of the course, a more sophisticated form of ongoing feedback is considerably more effective. This is where the modern revolution in training, instigated by computer-based training courses, has made a massive difference.

Some suggested solutions for evaluating employee training

Online training packages such as eLeaP enable feedback and evaluation to be acquired from staff throughout a course’s duration. Regular feedback and evaluation can be provided and user-defined points which are built into the course. By engaging in feedback this way, it has been demonstrated in controlled tests that employees not only provide more honest and valuable answers, but that the course can even be tailored to meet any perceived deficiencies as it is being delivered.

This is really a vast improvement over simply taking a feedback sheet at the end of the course, and can make a massive difference to any organisation. Online training courses flexible and holistic approach to employee training feedback and course evaluation can not only give an organisation a better idea of how well a course is progressing, it can ultimately contribute to an organisation’s increased efficiency, and ultimately bottom line profit.

The New Meaning of Learning Management Systems

May 5th, 2013  / Author: chief

Learning Management Systems are constantly evolving and changing to meet the training and development needs of the companies and organizations using the systems. While current Learning Management Systems are interactive, future systems will likely have additional interactivity options. Some Learning Management Systems are even integrating social media networks, such as Facebook, LinkedIn and Twitter, into the system for additional levels of communication among trainees.

Why organizations choose to use Learning management systems depends on how much importance they attach to their employee development efforts. For efficiency, cost savings and trackability, LMSes can improve the way organizations create, deploy and track training and e-learning.

Read the whole article on “The New Meaning of Learning Management Systems” at eLeaP.

Top 5 reasons to choose web based training

April 29th, 2013  / Author: chief

You don’t have to engage in web based training. Actually some people insist you don’t even have to invest in training of any kind – web-based or other wise. Why should you invest in training people who only help you achieve your organizational goals? Why would anyone waste time and serious resources to arm their sales people or their front office staff or even their line workers or middle management with the right tools and knowledge resources and inventory to enable them perform at the maximum?

If some of these questions or statements seem rhetorical or painfully obvious, mea culpa to you, however for those that still don’t get the joke or the seriousness of the situation let me elaborate with a few questions. Actually just one question:

“Do you think employee development is important?”

Do? If you do (bravo to you), how do you ensure that your employees or staff are being developed the proper way? What tools do you use to measure your results? How do you document your employee development efforts? Can you justify your decisions to top management?

Enter web based training. This phenomenon is not really new, what is new is adoption or access. A decade or two ago, web based training or computer based training was the exclusive prerogative of large, monied organizations. If you were a small or medium sized company, you simply did not have access to the technology or staff to manage training automation or web-based training systems.

Today, the landscape is changed somewhat, web-based training systems are available to help any organization or any size to cease the technology and incorporate sophisticated training and employee development into their day-to-day activities. So what are the top 5 reasons why organizations choose web based training? Get the answers at eLeaP (www.eleapsoftware.com).


Employee training and development can benefit everyone

April 25th, 2013  / Author: chief

If you are like most companies, the training and development function is often seen as a net revenue negative or a cost center versus a revenue positive or a profit center. It however baffles the mind how such thinking could exists in today’s hypercompetitive world.

Here is an article on training and development which lays out the case for employee development. 3 simple reasons why employee development benefits everyone in your organization. The bottomline line is to continue to innovate, or earn positive returns on investment organizations are going to have to see training and development as an investment in the future; an investment in arming your staff with the proper tools and resources to achieve your organizational goals and objectives. Read the rest of the article on training and development from www.eleapsoftware.com


What is the the bottomline value of business training?

April 24th, 2013  / Author: chief

The question of business training and the value this can bring to your organization has been written about in many different avenues. For your organization to meet its tier 1 goals and objectives, the employees or staff have to have the right knowledge to execute the right activities which lead to to accomplishing the processes set. Many organizations simply fail to grasp the benefits that improvements in their employees’ skills portfolio can deliver to their business. In addition, they also fail to recognize the numerous areas of their business that training can directly impact on positively. These include the following:

  • Productivity can be significantly improved;
  • Customer satisfaction can be greatly improved;
  • Employee morale and the ability to retain staff can be affected positively;
  • Staff turnover can decrease significantly;
  • Revenue can be increase;
  • Bandwidth and server load can be reduced.

Read the whole article on ‘The Bottomline Value of Training” at www.eleapsoftware.com.

How do you assess if mobile learning is right for you?

April 18th, 2013  / Author: chief

We are living in an ever increasing world of technology. Computers are getting faster by the day, mobile devices are getting more sophisticated, tablets and smart phones are rivaling desktop machines in speed and processing capacity.

In all this, how do you know if e-learning and mobile training tools might be right for your organization? We have an article which describes the steps you need to be aware of if you decide to go this route. Click here to read to assess mobile learning systems.

Evaluating a learning management system

April 16th, 2013  / Author: chief

Most of you who have heard about learning management systems are probably wondering what in the world to consider in evaluating a good learning management system. Can you access it without having to install software on a server? Do you have to invest in additional tools for authoring and so on?

We have an article discussing the features one needs in evaluating the online training software. Check it out at www.eleapsoftware.com .

What are your options for online learning initiatives?

April 7th, 2013  / Author: chief

When it comes to online training options, executives, human resource professionals and training professionals have several different options from which to choose. Some of the online options include:

  • Web-based/Online training
  • Email
  • Tele- or video conferencing
  • Collaborative document sharing
  • Online colleges and universities
  • Teleseminars
  • Webinars

Each option offers slightly different choices to training attendees. Additionally, each online training solution also carries its own set of advantages and disadvantages. Prior to getting into the details on each online training alternative, executives, human resource professionals and training professionals can see the overall benefits and drawbacks that online training opportunities provide to companies and to training attendees.

To read the full white paper, click here.

3 Ways Employee Training and Development Eliminate the Skills Gap

April 3rd, 2013  / Author: chief

According to a recent survey, training and development is a major concern in companies across the country. Employees cite problems ranging from not having training at all to goals and expectations differing between managers and employees. The survey also reveals that employees feel they do not receive the performance feedback and recognition they need and deserve. Fortunately, effective training and development programs eliminate the skills gap employees possess, while addressing each of the concerns mentioned in the survey.

Creates Just-in-Time Training

In many circumstances, implementation of training and development programs isn’t until it is absolutely necessary. Other training comes into play only when training sessions are available locally or at a certain price point. Access to social media, on-demand training, mobile devices and the cloud changes the training and development landscape.

Now, employees are able to obtain the information, training and practice they need when and where they need it. Delayed gratification is no longer a concern in the training and development realm.

Prepares Internal Employees for Higher Roles

It costs a company less money to keep an employee than it does to find and hire a new employee. It can also be efficient and cost-effective to promote from within, but only 32% of survey responders claim receiving training and development in the last six months. This again is where training and development comes to the rescue.

You can teach internal employees the skills they need to hold middle and upper management positions. Training and developing employees for promotions helps to retain employees. It also works to boost company morale and tends to create a higher bottom line for the business.

Turns Employees into Team Members

Companies are only successful when managers and employees have goals that align with one another. The survey reveals that only 25% of the respondents say employee goals and management goals are the same. Training and development resolves the gap that can exist between management and employees. Proper training opens the line of communication between employees and managers.

Essentially, training turns employees into team members. Training and development creates coaches out of managers. When managers and employees have the same goals, the individual employees succeed and the company succeeds.

While the survey reveals some of the primary concerns regarding training and development, proper training resolves the issues. With the right training and development programs, employees and managers obtain the training they need to set goals and expectations that align. Additionally, training and development programs eliminate the skills gap employees possess, preparing them to move up the company ladder. In the end, development and training creates a better working environment for employees, managers and the company as a whole.

Contact eLeaP to discuss any of these suggestions or even custom requirements you might have. We try to be as flexible as possible. Call us 1-877-624-7226 or email help@eleapsoftware.com

Employee Engagement with Employee Training and Development

April 1st, 2013  / Author: chief

Employees that are engaged take pride in their work. Employees that are engaged and take pride in their work are some of the biggest contributors to the overall success of a company. Providing continuous and proper training and development is the primary way to increase employee engagement. A positive side effect of engagement is motivation. Motivated employees are ready, willing and able to be a part of taking the company to the next level.

Employee Nurturing

Once a company builds a relationship with its employees, the next step is to nurture the relationships. Part of the nurturing process is to provide training and development opportunities that allow employees to learn new things and improve their performance. Developing employees also entails revealing to them what their potential is in growing with the company. When employees learn new skills, it not only prepares them to perform better in their current position, but also prepares them to take on more advanced roles within the company.

Bridging the Gap

In order to instill motivation in employees, companies first have to show employees how training and development benefits them. Primarily, this requires the company to convince employees the training they are about to undergo will advance them from where they are now and show them where they can take their careers in the future. Once employees realize the training builds a bridge that can help them advance in their careers, they are motivated to attend the training.

Maximizes Employee Retention

Employees who feel as if they are receiving the training and development they need and want tend to be loyal to the company providing these opportunities to them. When a company has the right training programs in place, it is subsequently creating an employee retention program. The loyalty employees feel compels them to remain working for the company.

Providing training requires a company to invest in its employees. The return on the investment for the company comes when employees use their new skills to perform their jobs more efficiently, when employees are more effective and when employees move up the corporate ladder within the same company.

Engaged employees are a major benefit to a company. Not only does employee engagement produce better employees, but it also creates a better company overall. Training and development is the key element to creating a company full of engaged and motivated employees. In turn, this creates a more successful company. Share your comments or questions. Email us info@eleapsoftware.com if you need help.