May 24, 2004
Behavioral Impact of Training
Behavioral Impact of Training
On IHRC a member asks
"Though we have initiated the pre and post test methodology that the Model suggests and then measuring the differential gap of learning that arises. However we wouldnt like to restrict ourselves only to conducting tests as it becomes quite rudimentary after a point in time. Would request the group members to share the initiatives undertaken in their organisations to measure the transfer of learning post the feedback stage. Our primary concern at this stage is measuring "Behaviourial learnings" due to their subjective nature. All creative but implementable inputs are truly welcome as this is my KRA for the year!!!"
My response was:
Measuring "behavioural impact" of training is a very tricky issue and
really needs a lot of resources and time to sink into it.
Do you have those resources at your disposal? Is it worth the time to
measure it ? Who wants it? Senior management or your dept?
If you absolutely want to do it , my suggestion would be to select
interventions that take a lot of organizational capital in terms of
monetary and time implications. Doing it for training like
"communication skills" will not really help you.
The first point needs to be taken care before people attend the program.
1. Is the training needs analysis done in a way that makes sense for a
person to attend a certain program.
2. Who decides whether that particular training is what is required
for a team/individual?
3. Is the issue best addressed through training rather than coaching,
on the job mentoring or organizational issues like job alignment, goal
If all the answers to the above questions are yes then you could
actually go ahead with a measurement process. If not, then you are
looking at a wrong solution for the problem
The process needs to be evolved in agreement with the participant and
The easiest thing would be to evolve post training action plans and
periodically review them and build it into the performance management
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