Hi Fantaye,

After the training you could provide them with a 10 question test on the key points of the training followed by 5 questions evaluating the training.

Then after three/ six months ask them to complete he same 10 question test to see how well the material was retained after the time has passed.

Why do this, you may ask. If the training is effective they will utilise what was learnt in their everyday job. If it was not retained they may not be practicing what was learnt which makes you then question the validity of the training.

Hope this suggestion helps. All the best with your research.

Regards

Martin

HI Fantaye,

Another suggestion is to look at what is know as the deadly wastes i.e SWIMTOOTT. With the key emphasis being the last T Training. That way you can link waste reduction methodology to the training aspect of the research.

Message me if you would like a little more clarity on this subject.

Regards

Martin

This is appropraite. However ensure you take baseline assessment of the performance of all staff the conduct competency testing for them after the training ecercise. By this way it will be easier to evaluate the impact of the training .

Thank you dears for the responses. Unfortunately, we can't conduct baseline assessment because the training's were already provided before the conception of the research proposal. We are expected to conduct the assessment to evaluate the impact of training's offered before. Martin McKie and Mac-Fiberesima Gborieneomie

I wounder if you can still suggest me any tool to be used in such scenario

I think I would still utilise a questionnaire.

You just need to look at appropriate questions to ask that can meet your requirements. I would use a Likert 5 point scale for the questions because its easier for respondents to fill out and you'll likely get a greater response. Likert, if you didnt already know is asking a question and looking at a five point response scale, for example Strongly Disagree / Disagree / Neutral / Agree / Strongly Agree.

I would tailor the first part of the questionnaire to understand experience prior to the training. This will help you identify experienced employee's who have been potentially utilising the training previously vs people who are brand new.

Then the second part of the questionnaire ask questions related to the training given on the day.

The third section ask questions that are related to knowledge retention and utilisation of the training. This will help you identify weakness in the training were you may need to modify it, to get a better response and also identify areas of training which have been successful and people have retained the information and are practising it.

Finally, I would try and keep time period after the training when receiving the questionnaire uniform. i.e. 3 / 6 months or 1 year after competing the training. That way you will capture the people who have already completed the training but will be getting their opinions a period afterwards, negating the need to question them directly after the training which is now impossible.

Hope this helps.

Aside from conducting a competency assessment, you can give them an improvement project to handle. It will help them to assess themselves and also help your own assessment to be simplier.

It is goog idea that can be used for obtaining cross sectional analysis

I have never favoured baseline assessments as a measure of the 'IMPACT'.

All trainings are, must be to improve competencies-present and future.

Since you have already conducted the trainings, you may start from 'why the trainings/trainees were selected'. If it was just adhoc (as is likely) , you have no way (in fact no reason) to assess the 'impact'. You can at best test the trainees on how much of the training material they have retained. Again, I am not interested in their retention per se but only in the increase in their (trainees') competencies.

So see if you can relate the trainings to competencies. If not, it is a waste of time and effort to carry out any assessments/s.