Capacity Building for Performance
The goal for training is capacity building for goodness and performance. For organizations, the aim of training and development activity is to help learners improve their capacity, competency and performance. Learners gain knowledge and skills that may be applied directly or indirectly to the workplace. The learning that may be applied to the practice is called effective learning.
Training Efficacy Challenge
Training and Learning Efficacy or Effectiveness ensures an effective transfer of learning and paves the way for performance improvement. For organizations, effective learning is one of the key challenges in achieving the learning objectives. Organizational commitment ensures provisions of training programs and learning opportunities, and employee participation but at times results are not there.
Not all the time, there could be a tangible way to measure results and outcome. Its not the test at the end or any other evaluation technique that shows the qualification and learning effectiveness. Its well beyond that. The tests or exam may show the qualification, and a record of completion but it may not be translated into performance.
Organizational Effectiveness
When trainings and learning opportunities are availed but learning is not effective and may not seem to impact the performance and be aligned with the business environment to achieving organizational objectives then it’s not just the learning mechanism that fails but it’s the organizational culture also being responsible for the ineffectiveness.
Where is a missing link? The organizations try findings the missing link in the mechanism somewhere. In such scenarios, the DNA strands of the Organizational dynamics and culture must be explored to find the missing link.
Making learning effective is not a linear process. It’s a cyclic and systematic process. Its an ongoing loop of purpose, design, efforts, analysis, application, feedback, review, and redesign and that goes on.
A well knitted mechanism of monitoring and measuring is required to finally align the learning loop and the organizational effectiveness.
Some guiding fundamentals and best practices to cultivate the
culture of learning and its value.
- Learning Objectives and Learning Design
- Why and How Learning Objectives may be met
- How to measure learning effectiveness
- The mechanism to assess learning effectiveness
- Looking beyond Quizzes and knowledge tests.
- Dimensions and implications of learning data
- How to gather and analyse learning data and its links
- Value of Delayed Evaluation and human intervention
- Value of Follow-up learning
- Learning from top to bottom then bottom to top.
- Linking organizational behaviour to enabling learners.
- Why will Learner fail? A predictive and preventative overview
How To Measuring Learning Effectiveness
Measuring Learning efficacy is a challenge in a complex environment. People are different, they learn differently and so their required mechanism to measures learning effectiveness may varies. Our years of experience is one click away.
