- Outcome Measurement Tutorial
- Outcome Measurement - Home
- Introduction
- Why Measure Outcomes?
- Factors of Measuring Outcomes
- Confirming Training Outcomes
- Compliance Monitoring
- Limitations
- Effective Practices
- Areas to Accomplish
- Data Collection
- Questionnaire for Data Collection
- Communicating the Outcomes
- Outcome Measurement Resources
- Quick Guide
- Outcome Measurement - Resources
- Outcome Measurement - Discussion
Areas to Accomplish
The outcomes of the training might have different meanings to different departments of an organization. For example, a person with improved communication skills at the cost of lower sales figures might be an improved performance in the eyes of the Marketing Team, but it won’t be the same emotions coming from the Sales Team.
Once the evaluation team decides what program they are going to choose to evaluate, they need to consider multiple parameters to measure the success percentage of any training program.
We have listed here some of the key parameters that the evaluation team should keep in mind −
Identifying the different definitions of success as per the individual departments, and how the teams are going to get that success. This step is generally taken while the planning of the training is done.
Determining if the expected success levels are feasible and deliverable at the end of the training program. Unrealistic expectations not only give a wrong picture of the training program but also make the entire measurement process futile.
Describing the process in which a program’s success is to be measured. The things also to keep in mind are the process of reporting a program’s success and whether it has met its desired success levels.
In addition to these steps, it’s also important to determine if a program has gotten proper and sufficient funding for all the necessary evaluation steps to be completed, so that the end report can be a comprehensive collection of all the important factors on the program-wide improvement effort.