Content Development
Evaluation
Evaluation is an integral part of the training process and occurs repeatedly throughout GP Strategies’ analysis, design, development, and implementation phases.
Prior to the implementation phase, evaluation focuses on ensuring that the content accurately and completely addresses the skills and knowledge your employees need to do their jobs effectively. This is accomplished through your subject matter experts’ review and approval of the materials developed during the analysis, design, and development phases.
During the implementation phase, the focus of evaluation shifts to determining the impact of the training program.
Demonstrate the impact of your program through evaluation.
There are multiple levels of evaluation that can be used during and after the implementation phase. The level you select for your training program depends on the type of training impact you wish to demonstrate and on the time and money you wish to spend to demonstrate that impact. These levels of evaluation include:
- Participant reaction level—At this level the performance metrics include participant satisfaction with the training materials and training delivery. GP Strategies uses content evaluation and instructor evaluation tools to solicit feedback on these performance metrics from the participants.
- Skill and knowledge transfer level—The performance metrics at this level include participant scores on examinations and hands-on skill assessments. Pre-training and post-training examinations and hands-on skill assessments are required to gauge the effectiveness of the training program in transferring the desired knowledge and skills to the training audience.
- Skill and knowledge application level—The performance metric at this level is the extent to which training participants apply their new knowledge and skills in the actual performance of their job. Post-training observations and interviews can be used to evaluate this performance metric.
- Business results level—Ideally, the decision to develop and implement a training program to correct a business performance deficiency is supported by an analysis of current business performance vs. desired business performance. This will identify a linkage between the performance gap and a performer’s knowledge and/or skill deficiency. The business results level analysis identifies the performance metrics to evaluate after training implementation so you can gauge a program’s success in achieving business performance improvement.
Contact us today to learn more about GP Strategies’ content evaluations: