There is a climate of accelerated change in today’s extremely demanding marketplace. The leadership in the corporate, nonprofit, academic and government sectors is constantly reviewing its business processes and procedures and overall organizational health. This is done to eliminate waste and redundancy.
In such conditions, a support function such as training, which is not directly responsible for generating revenue, needs to provide optimal customer service and value for money. We at IINC,
differentiate our services by presenting relevance of our training through evaluation which is documented to show that the training has achieved its desired outcome.
Measurement and evaluation form a critical and integral part of all our training programs. We have a sound system of evaluating training that provides valuable information to the learner,
client, training management and senior business heads.
We build the measurement and evaluation strategy into the design, development, delivery, and implementation of programs. These programs link data and training evaluation results to organizational goals and strategies from the outset. This helps in determining the value of training in terms of individual learning and organization goals. It also establishes that training
has achieved its intent.
Advanced levels of measurement include Return on Investment (ROI) methodology, to improve program design, justify budgets, and ultimately acquire stakeholder and executive buy-in for essential programs.
This evaluation method also provides data that helps your organization make training decisions, such as adding to those programs, changing or discarding them. Thus ensuring resources are
assigned optimally in your training interventions.
Our structured and planned approach to measurement and evaluation ensures quality and continuous improvement of training efforts in these changing times. This in turn gives you the confidence
that your investments are well placed.
Benefits of our evaluation methodologies Learner benefits include:
Determining whether the objectives of the learning experience were met and to what extent
Providing feedback to participants about their learning
Reinforcing learning
Identifying which participants are experiencing success in the learning program
Identifying the learning being used on the job
Facilitator benefits include:
Determining whether training is the solution to performance gap
Improving the design of the learning experience
Determining the content’s adequacy
Assessing the effectiveness and appropriateness of instructional strategies
Providing feedback to the facilitator
Determining the appropriate pace and sequence
Assessing on-the-job environment to support learning
Identifying ongoing needs through various performance measurements
Business benefits include:
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