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Let me put forward it in this way. I think, when training benefits our work colleagues, it naturally benefits the company. Now how could we know this...? Yes, we can clearly measure the result of such a training, if it is been executed as a part of strategical approach towards the success of the company.
For that, it need to start with a clear plan on why this training is going to be executed. For example, if the training aims to improve customer service skills, the objective could be to reduce customer complaints by a certain percentage within a specified timeframe. So obviously the participants of this training program should be from the customer service department. And the training program should provide the solutions to address their issues.
Once the training is conducted, there are two parts to evaluating its impact. The first part involves gathering feedback through surveys and interviews to understand the participants' perspectives on the training’s relevance and effectiveness. This helps us gain valuable insights into what aspects of the training were most beneficial and which areas need improvement.
In the second part, we need to observe and analyze changes in workplace performance and behavior. This could involve monitoring key performance indicators (KPIs) such as productivity, quality of work, and customer satisfaction. By comparing these metrics in the customer service department before and after the training, we can highlight any improvements that resulted from the training.
By collecting , phone numbers, and contacting directly , with them, in some manner, who have attended the training before.
After the employee training on the training material can employee training staff in the same functional level after that is applied to what has been utilized during training
