Select the program that gives you the results you need.
Did the learners actually learn the training content?
The learning level measures the learners’ ability to improve their skills, knowledge and attitudes. It allows you to evaluate the learners’ success in achieving the training program’s learning objectives.
Did the learners use the learning in the workplace?
The performance level measures the learners’ ability to apply their new knowledge or skills in the workplace. This looks at the practical effects of training.
Did the training make a difference to the organization?
The impact level measures the larger outcomes that the training is intended to accomplish. It allows you to evaluate the results of the learners’ improved performance on the organization. This helps determine if the training was worth the cost and effort.
One size does not fit all!
To guarantee value and change from training, conducting a needs assessment is essential. It proves the need for training and ensures that the training design will respond to your organizational needs. It also establishes the foundation for evaluation.
A needs assessment considers how the training will help your organization at an impact level, including its profits, image and productivity. It also considers the learners’ ability to perform necessary job functions, and the skills, knowledge and attitudes required to perform those functions.
Experience, Learn, Apply
By focusing on the relevant learning objectives, we design our programs to meet your goals. And most importantly, the content reflects your organization’s environment and realities making it applicable to the actual performance requirements of your learners.
Our design model accommodates all learning styles. It creates an interactive experience where the learners become active participants in control of their own learning.
Going beyond the smiley sheet.
To evaluate the success of our programs, we offer four levels of evaluation. Each level provides insight on the success of the training by creating accountability and identifying changes in the participants and the organization. The four levels focus on these questions:
- Did the training program make a difference to the organization?
- Did the learners use the learning in the workplace?
- Did the learners actually learn?
- Did the learners like the training program?
Taking the learning beyond the classroom.
Our job is not finished at the end of the training program. To support the transfer of learning and encourage continued learning, we create customized plans for each of our programs. As well, we offer access to our blog, tip sheets, books and eNewsletters. These resources will complement the programs we’ve created for you. More...