Evaluation of Training

DSAT Consultancy Ltd have decades of experience in the planning and implementation of the evaluation of training cycle, we have conducted many minor and some major evaluations following the Defence Systems Approach to Training (DSAT) methodology.

 

The evaluation of training is defined as the process of measuring the total worth of training to an organisation.  It allows an organisation to monitor the impact of training and assess what has been achieved, whether it was effective and how this has contributed to the achievement of an organisation’s goals and targets.

 

Their are 3 main areas of training evaluation:

 

  • Internal Validation (InVal) is conducted during the course, it consists of questionaires based on the course content and culminates in an end of course discussion.

  • External Validation (ExVal) is carried out post course normally when the student has been in the role for a period of time. ExVal generally looks at the efficiency of training to meet the requirements of the job/role.

  • Audit determines the extent to which the whole training system meets the criteria set out in the Defence Systems Approach to Training Quality Standards (DSAT QS).

 

Evaluation of Training including InVal and ExVal

Training evaluation should aim to ensure that training activities are focused towards the achievement of the business/operational goals of Defence.  The evaluation processes and procedures should ensure that training is:

 

  • Efficient and Effective - The training should be as efficient and effective as possible.

  • Focused - The training should be focused on operational/business goals.  The trained output should be able to perform their job competently.

  • Necessary - A requirement for training must be identified.

  • Flexible - The training must be responsive to a change in circumstances.

  • Appropriate - The training product should match the employment need.

 

Ultimately, Training Sponsors need assurance that the time and cost invested in training and developing staff is benefiting the organisation. The strategy should not simply outline an evaluative process which determines whether employees have learned new skills, but rather whether those skills have been applied for the organisation’s benefit. 

 

The results from an evaluation should provide information on what the training has contributed to the organisation, and what needs to be done differently in the future.

 

Benefits of Training Evaluation

 

  • The benefits of adopting and implementing an evaluation strategy are various. Examples are as follows:

    • It will provide clear communication and strategic direction for the evaluation of training.

    • It provides a framework from which the Training Sponsor, on behalf of the customer, can readily ascertain and/or demonstrate whether training is effectively contributing to the achievement of business/operational goals. 

 

More specifically, it assists the Training Sponsor to:

 

  • Ascertain whether training is meeting the needs of the customer.

  • Identify the emerging needs of the customer.

  • Ascertain whether training is being delivered efficiently and effectively.

  • Quantify the learning transfer achieved by a training activity.

  • Identify a consistent baseline against which to measure benefits.

 

Evaluation of training will help Defence and civil industry to make the link between training and improvement in operational and business performance.