Author: creativ technologies

25 Nov 2021
corporate learning

How can corporate learning help managers in controlling the remote workforce?

The companies have been allotting remote work to employees since 2020. Although now most of them opened offices, employees are not willing to come.
However, it’s good news for the energy industry because the oil demand will surge due to the commute required. Even the aviation industry will get a boost. But due to the surge in the Covid-19 cases in the US, the complete reopen has been pushed ahead. For example, Microsoft had a complete reopening planned on October 5th but due to the increase in Covid-19 cases that has been postponed.
So, when companies are still allowing work from home, how are they going to track the productivity of such employees? The companies have to reopen offices in three phases where the first phase, is calling only essential employees to work, and the second phase consists of requiring workers to attend offices in shifts to maintain social distancing. In the last phase, the offices ask all the employees to work from premises but, i.e. having a hybrid workforce.
These are the ways managers can be trained to handle remote employee tracking:

  • Installing project management software:But how to track productivity when employees are still working from home on at least some days of the week? Companies can ensure that such employees install some software on their PCs, like a project management tool.

    It’s the job of the managers to handle the project management software, and hence corporate learning is required.

Most of such software has tools that can allow managers to create task lists and their deadlines, and they can then execute work to employees. Such software also has a time tracking tool through which an employee can be monitored towards the time devoted to a certain task. If an employee is not working on a certain task, then he can be asked for the delay. A manager can get to know how many hours an employee works during a day and hence overworked employees can be advised to take rest.

If the manager notices that an employee is underperforming despite his working time showing otherwise, something is indeed impeding his performance. So the former can ask him and then schedule his teaching session with the IT team.

  • Key performance indicators: This way, employees know how much they are required to perform.
  • Complete understanding of work profile: The workers must have complete clarity about how they must contribute to the job. For example, how much work they are supposed to do in a day. Employees must know if they have to attend meetings or not because some of them might not be required to do so? The workers must have knowledge of Core hours when they have to be online regardless of their work timings. So, during such hours, employees talk to each other about conflicting work issues.
  • Using cloud-based collaboration tools: These tools are cloud-enabled, so employees don’t need to install them too. Best of all, they have an IP restricted feature so that no one outside the team can access them. A collaboration tool that requires corporate learning for managers and clients must have a chatting feature enabled so that discussions can happen on time. There should be facilities to share files on chat and through emails. In-file annotation is another extra facility so that the team members can share a complicated file highlighted with notes and understand it better. However, for employees to master all these features, corporate training is important.
25 Nov 2021
compliance training

How can compliance training protect an employer from unauthorized video recordings?

Video recordings have become critical for organizations ever since online meetings started happening. Now, such meetings are the norm for the office culture. How should organizations go about such meetings? It’s because they can record them for future reference.

How can compliance training of IT staff help?

Although the recording of video calls is allowed, it can’t be done without the consent of both parties in some US states. Apart from that, organizations also need to decide where to store such video recordings because it’s highly confidential and can’t reach the wrong hands. Hence, e-learning of the IT staff is important in such matters. The companies can now use any of the platforms for storing such content. When a company conducts meetings through Microsoft Teams and records them, they are automatically uploaded to Microsoft OneDrive, so they can be shared with anyone. You can share such a recording with someone who attended the meeting. But the person who is recording the meeting must have enough storage in the OneDrive so that the recorded footage is uploaded.

The danger of unlawful video recordings has increased ever since employees have been allowed a BYOD(bring your own devices) to the workplace policy. This is actually dangerous for companies because employees can record everything that happens on company premises and upload it to social media. The employees can also use such footage to support the fact that a manager treated them with a bias for salary appraisal. They can sabotage a company’s reputation through such recordings. An employee can record an employer firing somebody and use social media to tarnish the company.

The company can create rules by providing compliance training for the IT staff who can draft the video recording rules, but that’s not an easy way out.

It’s because the employer has to take action when the employee was seen recording something, not after he uploaded it to social media it’s because that is revenge.

But when an employer is not aware of the recording happening?

Sometimes companies might not be aware also, that an employee is recording something because he is using a wearable to do it. Gadgets like a pen that has a voice recorder installed on it can be used easily for recording without catching anyone’s attention.

Also, every US state has different laws for recording without the consent of all the parties. Some US states don’t even require the consent of both parties for the recording to be legal. Employees can record their managers without their knowledge, and it will still be permissible as evidence in the court. So, if your manager does not know of being recorded in such states, he can’t file a lawsuit against you. A majority of US states have this one-party consent law, where recordings can be done without informing the other party.

The government organizations such as the Department of Labor have also allowed an employee to record an employer’s activities without the latter’s consent when it’s done under special circumstances. Such circumstances include that when an employee is recording any radiation contamination activity happening in his company; it’s not illegal as per the Energy Reorganization Act.

NLRB(National Labor Relations Board) has already declared that although a company might have stated that surreptitious recording is illegal, it is legal under the circumstances where

  • You are recording an employer’s unequal usage of his official rules.
  • If an employee needs some evidence to support him in a case filed against an employer.
  • Recording dangerous work conditions present at the workplace

So an employer cannot stop an employee from recording anything, even without consent, when it pertains to the above-mentioned conditions. This makes compliance training of the staff crucial that prohibits employees from bringing recording devices to the workplace. Hence, there can be policies in place to ensure that employees are not allowed to bring recording devices where confidential business information is exchanged.

24 Nov 2021
compliance training

Should compliance training activities happen throughout the year? 

“It takes less time to do things right than to explain why you did it wrong.” Henry Wadsworth Longfellow

Over the years, compliance training has become prominent for companies. It’s because organizations have to make employees recall their training for which it has to be shifted to the online mode and held several times during a year through various modes like webinars, podcasts, etc. In offline training, the employees tend to forget everything within a year.

Hence, when employees are provided with a compliance training calendar, they keep in sync with the ongoing training process.

Why a calendar?

Because compliance laws get changed all the time:

The companies should take measures to ensure that the employees are informed of the compliance laws as soon as they are updated. The language of such an explanation should be understandable by employees. A training calendar can be decided based on the availability of employees and trainers. With the changes in compliance rules, having a pre-decided training schedule can’t be helpful because sometimes ad-hoc sessions are needed. So, having a calendar adds spontaneity to the schedule.

After an internal or an external audit happens:

Sometimes a company can get insights into how it’s performing as far as compliance laws are concerned because an audit might have been conducted due to which an emergency training session is required. A compliance audit happens through an auditor who needs to check company records. The auditor can also ask for the company employee and management to answer auditing questionnaires. An organization can schedule an audit itself if it’s internal by contacting an auditor. It’s generally done to determine whether the company’s employees are following all the checklists issued for compliance to them. So, such audits are conducted by a company’s discretion as and when it deems them a requirement. They can be preplanned at the beginning of a year and included in an audit calendar. For example, financial audits happen once in a year for every publicly listed company, but they can also happen unplanned, for example when someone files a complaint against the financial misconduct by a company. For example, shareholders can criticize that they are not being shown the financial statements prepared as per GAAP standards.

Why is a compliance calendar necessary?

The practitioners of such compliance training may find it difficult to prove to the C-suite that is the CEO, CFO, CTO, etc. about the value of the calendar. It’s because they can’t understand why the training needs to be a continuous process. That’s when the compliance training advocates need to show why making compliance an all-the-year event will be helpful.

For the C-suite, having compliance training as an annual event is costly enough and when it’s done throughout the year, the company budgets explode.

But having multiple compliance activities is useful because sometimes some employees might not find some methods of training useful. For example, they might need other training formats apart from offline compliance training.

For them, videos might be an effective way of learning rather than webinars. So, for such employees, it’s better, that when a new law comes into force, its videos are emailed to them which also showcase the results of noncompliance. The vendors of the company also require such training videos. These videos are a part of micro-learning where users are delivered 5-8 minutes nuggets for them to grasp information easily.

23 Nov 2021

How e-learning can stop the Great Resignation? 

In the US, many resignations have been happening due to employee turmoil. Why are they so frustrated, and what is causing them to give up on their jobs.

The employees are suffering from burnout because they have to manage their households along with work. The USA imposed lockdowns last year in March. Earlier, employees were quite pleased about the work-from-home culture because they had complete access to the IT equipment. Their motivation to work had soared because they found the ideal work-life balance.

However, there was a certain divide among employees as to be given permissions regarding telework. Generally, employees who had a Bachelor’s degree were preferred for remote work, and a majority of those who didn’t have a college education were not allowed such privilege. Well, those who were not working from home before the pandemic but got this opportunity, post the pandemic, are certainly happy with the situation. Almost 50% of them were pleased about working from home because it gave them more freedom over their time due to the flexibility of work hours. They also find it satisfying that they have more time for the family as compared to before.

So workers now prefer the telework kind of situation, which is causing the Great Resignation. Apart from the null commuting time, the other benefits of remote work are the time to exercise, cook and indulge in other personal activities. The workers are leaving jobs because they no longer desire to work from the office. Also, people who studied during the pandemic are opting for remote work.

Many employees are pursuing e-learning courses to boost their careers. The Great Resignation started happening in April in the US when the vaccinations were started and companies expected employees to resume working from the office. In that month, only an unprecedented number of resignations (4.0 million) happened in the US.

How can e-learning help in stopping employee attrition?

Better skills: The employees need to be given higher pay packets to continue with their jobs, i.e. to prevent attrition. E-learning can make sure that employees imbibe those skills which make them deserving of higher salaries. Skill development is an urgent need of the hour so that employees don’t change jobs for the sake of better salaries. Apart from that, when an employee has attained higher skills, it’s time to give him more accountability and responsibility in the job. Apart from that, the e-learning systems should be tailored to an employee’s needs. Some employees prefer mobiles, while others learn through the laptop. Hence, companies have to focus on making the e-learning experiences personalized for employees.

Ensuring HR cooperation: HR e-learning is also needed because these employees need to put more energy into retaining employees. Hence, they need to schedule conversations with employees about how the current IT infrastructure is supportive or non-supportive for them. It is because with better IT tools employees become more productive at the workplace making them worthy of a promotion. The companies might need to invest in new software for enabling better performance out of an employee. An employee can only get job satisfaction when his job is rewarding and that comes with his better output.

The HR e-learning can ensure that they prevent an employee from leaving. That can happen when he is connected to the superiors in the company who can take his career forward through mentoring. The HR can also ensure that the praiseworthy employees are given positive feedback by the company seniors acknowledging their efforts.

The Human Resource professionals can provide the employees with financial rewards once they review the competition and know what kind of salary hike can prevent someone from looking for a new job.

In the end, a company is at a benefit when a diligent, star employee does not quit because that shows that the company believes in nurturing excellence essential for fostering positivity among employees.

22 Nov 2021

Is investing in a white label LMS worth it?

A white label LMS has become the necessity of companies now because it allows you to do much more than add content.

You want the LMS to represent you, which is crucial if you want it to strengthen your brand image. So a white label LMS allows you to do many things as follows:

  • Customizing the learner’s home page-As an LMS administrator, you know that the customization of your main page matters, like adding your logo in the banner, etc. There can also addition of other features such as the headline apart from adding the company’s website in the Call-To-Action button. The users can also add pages to the LMS menu like an About Us page to add some introduction about the company.

Similarly, the LMS users can also add customized pages for the learners after they log in to their accounts. These pages can be set up in such a manner that they can include any announcements made about the course on the top of the home page. You can use drag and drop widgets to create a home page, such as chapter names.

Hence, a white label LMS is worthy of your investment because, unlike any other LMS, you can customize it. A large team of developers is needed to make changes to an LMS, which is not so with a white-label LMS. Apart from the manpower, it’s also the time needed to build an LMS from scratch. With a white-label LMS apart from the time saved in the development of such software, there is a perfect assurance about the quality because the vendor has beta-tested it.

  • Changing navigation: The most recommendable part about a white label LMS is that its navigation can be changed. It can make sure that users don’t get lost once they log in into their home pages because all the links can be included there.
  • Having perfect email and certification templates: Many other features can be customized in a white label LMS, such as the email templates. Every LMS has a facility that can be used to send email notifications to the learners when a new course has been launched. With a white label LMS, apart from drafting this email, you can also add the company’s logo and remove the LMS vendor’s logo. The certificates issued to learners can also be changed in the same manner, wherein you can add a new design created in Photoshop to the LMS. A normal LMS does not have such facilities because you can’t upload or create a new template. You just have to use the pre-existing templates. With a white label LMS, creating a new certificate template is straightforward with extra tags and colors available. For example, if needed, you can add the date of enrollment tag to a certificate, and every time, it’s generated for a user, the tag will be autopopulated.

Hence, having a white-label LMS is quite convenient for a business.

18 Nov 2021
compliance training

How has compliance training for the aviation industry changed after the pandemic? 

The aviation industry has suffered some landmark changes after the Covid-19 pandemic emerged. Therefore, this industry had to impose mandatory compliance training for the flight operators in different countries regarding their aircrew.

Compliance training for ground staff handling aircrew

One of such changes was introduced by the Indian aviation industry for the aircraft personnel, as per which the pilots had to get the DGCA(Directorate General of Civil Aviation) medical assessment before boarding a flight. This rule applied to those who had suffered from the Covid-19 virus and had mild symptoms. After displaying a negative RT-PCR report, they still have to be evaluated by the DGCA Medical Examiner and can only resume flying after the issuance of the DGCA Medical Assessment. But before getting such a medical assessment, the pilots need to be put under isolation management.

Compliance training for ground staff handling international passengers from India

Since the international flights have also started from India in September 2021 when Air India started its international flights to Canada, the flight operators had to provide ground staff with compliance training due to travel restrictions of this country.

For example, Canada has imposed strict rules for passengers coming from India. According to such it, the passengers have to get Covid-19 testing during 18 hours before their outgoing flight to Canada. This test is only acceptable if done by the Genestrings Laboratory located at the Delhi airport. The passengers who don’t have a positive Covid-19 test report at check-in will be denied entry to the flight. So, again, the ground staff deployed at the check-in points will have to be trained for checking this report.
The ground staff also has to be made digitally proficient in fetching the details of the passengers who have booked this test online. It’s because the slots for this test are booked online through the Delhi airport website.

Compliance training for ground staff handling international passengers to India

Similarly, for international passengers coming to India, some rules are mandatory. Either they have to upload a travel negative COVID-19 RT-PCR report done 72 hours before boarding the flight or be willing to undertake a test after they arrive at the Delhi airport.

So, again compliance training is required for the ground staff of flight operators to check these certificates because the copies of the negative RTPCR reports of international passengers are uploaded online. Apart from checking this report, boarding is only allowed to such passengers after the thermal screening. But the cabin crew also has some in-flight responsibilities, which include secluding a passenger who is exhibiting signs of Covid-19.

Again, thermal screening is mandatory for all passengers after the deboarding of the flight, an additional responsibility of the ground staff. But if any passengers fail thermal screening, they will be tested for the virus, and hence their family members informed if they test positive.


16 Nov 2021
employee training

Is employee training that inevitable in retail companies now?

In the US, a lot of frontline workers have quit their jobs, particularly in April 2021. Now the companies have no choice before them but to get automation because of depleting manpower. If humans are not present to do their jobs, at least robots should do so. So the employees have to be trained on how to use these robots. Robots can take the place of human beings in doing monotonous jobs.

For example, companies are replacing human beings with the Internet of Things (IoT) based drones for inventory counting purposes. Since such drones are IoT-based, they can update the software on the retailer’s PC with the updated item count on each aisle. So through this software the robot or the retailer can immediately file a reorder to the appropriate supplier.

Hence, employee training has become pivotal for retail companies due to automation and other reasons mentioned below:

Need for Automation:

The most automatable activities are those which include entering customer information into PCs. So, filing clerks can easily be replaced by robots that can easily process such information too with the aid of software.

Due to the impact of the pandemic also, retail stores are opting for automation. It’s because human contact has to be minimized due to their risk of catching the disease. Hence, a robot is a better option. Robots can easily monitor customers for mask compliance without causing any retaliation. Apart from that, they can also alert employees when they are in proximity to others so that proper distance is maintained. Intelligent automation is the need of the hour because customers want an expedited experience, much similar to online shopping.

Hence, robots can be efficiently employed for this purpose because they can help in real-time inventory management.

They can be programmed to count the inventory in the morning and, based on real-time data stored with them about the orders placed, they can order refilling of the inventory by the suitable vendor. Much more, when they have information about the inventory and about how many items it contains, they can immediately inform the customer through phone or in the face about the availability.

But in the case of a human managing the store, the customer dealing becomes slow because they might not have accurate information about the inventory all the time. In fact, mobile robots are necessary because the frontline employee can avoid a visit to the inventory and get updated about its status through them.

Use of RFID tags:

RFID is also a smart tracker to check whether the delivery vehicle to the customer has reached its intended destination. When the frontline employee has an RFID reader, he can easily contact the driver and locate it to ensure that the customer is notified about the delivery status. The driver can’t lie about the location due to the presence of the RFID chip on the vehicle.

The RFID tags are also used for monitoring the product sales because if any customer enters the shop and does shoplifting, he can be stopped at the exit gate due to the RFID chip in the tag of the product. Such activities can be monitored by a robot that’s holding the RFID reader. The usage of robots in retail stores has also been necessitated because humans can’t be deployed during the daytime when there are more people and the risk of infection is high.

Hence, robots can be of such assistance during this time. Moreover, many employees are scared to return to retail stores due to the pandemic and prefer to work from home, which isn’t feasible because they have to manage customers.

Smart scheduling

Smart scheduling systems are getting used by retail companies, for which employee training is necessary.

This software helps managers in delegating employees to the store in such a manner so that there is no under-staffing to ruin customers’ experiences or over-staffing. This is done because the software can predict the customer inflow into the store at different times of the day. Moreover, if an employee is not available during a certain time due to other issues, that is also taken into account while generating the employees’ schedules for a day.

Use of AI-based mobile apps:

The retail companies don’t treat their frontline workers as occasional now because of the costs involved in training their replacements. Also, due to the pandemic, everyone is not willing to come to the store to work, so companies can’t lose someone who is.

Hence, companies are empowering their employees with knowledge, especially about products and new technologies, for higher job satisfaction and better retention. And that can be done when employees’ training is imparted for faster handling of customer queries, for which speedy access to inventory information is needed.

Therefore, companies are providing mobile apps to employees through which they get JIT information about product prices, their availability, and features. These apps can be used anywhere and is a comfortable option when the retail employee is working from home. Such an app provides answers to retailer’s questions so that their customers’ response times increase.

It’s because these apps are AI-based and know the questions a customer with a certain profile will pose to the retailer. All the answers by the app get generated based on the customer information entered there. Hence, employee training on how to use such apps is mandatory for customer happiness and increased purchases.







16 Nov 2021
healthcare compliance training

Why is healthcare compliance training so important now?

Healthcare compliance has become a critical concern for medical practitioners because their reputation is at stake.

Also, the rules are changing quite frequently for such practitioners.

As per OSHA guidelines, the doctors must take care of specific requirements according to which they can’t risk spreading infections. The doctors are required to follow specific protocols due to the contagiousness of the COVID-19 disease. This implies that they have to take precautions to prevent the spread of the disease. The healthcare employees must also ensure that they must be wearing PPE’s when they are in contact with such patients. If possible, the communication with such patients should be done through closed-circuit television systems if there is no need for a doctor to be in proximity to the patient. And even though the doctors might be wearing PPE’s, they should refrain from touching infecting surfaces such as doorknobs and light switches of the patient’s room. This is because they can spread the virus by touching other surfaces with their gloved hands. 

These guidelines have been issued specifically during the times of the pandemic.

But otherwise in general conditions also the healthcare workers are restricted from eating and drinking in those work areas where there is a high risk of exposure to blood-borne pathogens.

Hence, healthcare compliance training is critical in this regard because OSHA has mandated it. OSHA also requires that medical workers coming into contact with Hepatitis B patients must be vaccinated prior to such exposure.

Whenever doctors, nurses are treating patients carrying blood-borne pathogens, they are required to be trained for it. It’s the job of the employer to provide such training without any cost to the employees. The employees should not be expected to overstay for such training, and hence it should be arranged during the hospital hours.

Examples of such patients are those suffering from Hepatitis B and the Human immunodeficiency virus.

The medical employees must wash their hands after coming in contact with the blood of such patients.

Cleaning of hands

When the employer is not able to provide handwashing facilities, he must ensure that there is the provision of paper towels and antiseptics and handwashing must be done as soon as it’s available.

It’s an employer’s responsibility to ensure that even though workers in high-risk exposure to blood-borne pathogens are wearing gloves, they still wash their hands after taking them off.

Disposal of contaminated needles

If employees have used needles for injecting such a patient, these objects should be immediately stored in labeled containers so that they are not accessed.

Hence, it’s the responsibility of the employer who treats patients with such diseases that the risk of exposure is minimized. Therefore, it’s his duty as per the OSHA guidelines that all employees have hard copies of the Exposure Control Plan with them. This plan will be changed annually depending upon the possibility of the development of new technology which eradicates such exposure.

Adequate records of such training sessions have to be maintained, including the dates on which they were held, including who attended them. These training records should have the employer for 3 years since the training was held and hence provided to the employees or employee representatives if requested.

Therefore, medical organizations must provide healthcare compliance training to see no such rules are flouted.

15 Nov 2021
employee training

Why is employee training a priority for the success of a company? 

Companies are doing their best to motivate employees because the latter contribute towards the profits of the company. So, employees should be the most productive and hence employee training is mandatory for all kinds of employees due to the following reasons:

Skill enrichment:

The employee training boosts their morale, otherwise they are likely to leave their jobs because there is not enough incentive to continue with it. The employees need to be given proper development opportunities, which include upskilling them. With such kind of skill development, they have growth opportunities that make them stick to the current company. They perform better in their jobs due to skill enhancement and hence are appreciated by managers.

Employee morale can also get adversely affected when they are not paid well. But with skill enrichment, they are promoted and also get more stability in their present jobs. This is important because job instability can also be a cause of poor performance at the workplace. Managers also require employee training for handling their juniors:

Soft skill training for managers:

The managers have to take initiative to make sure employees have the right gusto for the job. Hence, managers need to be trained on topics such as communicating well with their employees and understanding them. Managers can be the best communicators for their employees and listen to their woes and pacify them.

Hence, managers must know how to keep employees focused on their jobs through proper rewards and positive talking.

Exciting work schedules

Managers can also make sure employees have the will to perform. This can be done that managers paying attention to what an employee is capable of doing and designing the work routines according to him.

The employees feel so worthy when the companies make use of their fullest potential, i.e. engaging them in different roles. This way, the employees don’t feel stagnated in their current role because they are using all their skills. And when employees have diverse duties throughout the day, the job becomes interesting for them.

As a manager, you must make the job more stimulating and enriching for employees when you let them take initiative.

Better team handling

The employees should feel connected with the job. They must understand the business goals and contribute to their achievement. Hence, when employee training is given to them, they are in a better position for their jobs, which is beneficial for the company too. As such, managers should communicate constantly with their subordinates to let them know about any company problems to get the employees’ opinion about how to resolve them. When employees are consulted about company matters, they realize they hold importance for the company.

Employee training for managers is crucial too because when they handle big teams, challenges can arise.

Team members don’t believe in each other, and it becomes a big concern because they are unable to entrust each other with work. For this kind of credibility to develop, they should know each other well and their skills.

Due to not knowing each other, some team members might not be able to delegate their work and end up doing everything themselves. This can cause difficulties later when these team members feel overburdened with work. So, as a manager, it is your responsibility to ensure that there is sufficient trust among team members, and they consider each other responsible, skillful, and credible. Also, at the same time, managers can make teams aware of how crucial it is for the company’s success for them to work together on the project. Teamwork is quite necessary in cases when the customers have to be handled and the service desk person needs information from the backend to handle customer queries properly. That’s, why managers require employee training for better team management.

12 Nov 2021
training program

How can a company measure whether a training program will be useful or not?

The training programs are now developed in large numbers for the benefit of learners. But such programs do fail to deliver the expected results. It’s because the management has no understanding of the parameters of the employees’ improved performance after the training has been delivered. So, the aim of such training programs should be to improve the KPI’s of the employees. But the management also wants to focus on how much time does an employee take to complete his e-learning program. For example, an employee who completes the LMS training fast does not expend too much time away from work.

Hence establishing the right parameters of performance measurement is necessary because although the workers might have completed the course sooner than others, it does not mean they will apply concepts taught in training.

Hence, it’s better to use the Kirkpatrick model to decide whether the training program has led to an improvement in the worker’s performance.

In fact, this model can be used after the implementation of the training program to decide whether it will yield the intended results.

The 1st level of this model is Reaction which decides how the participants respond to training, whether they were happy with it, the second level Learning sees whether the participants understood anything taught in the training, so whether their skills really increased. Are they applying the increased skills to their work i.e. Behavior is the third level and after their improved performance whether the business will see an increase in profits, i.e. the last level Results.

Measurement at the Reaction level

So when a prototype of the training program, has been developed it can be shown to the employees. Their responses can be recorded on the smile sheet. So, depending on the face chosen by him, it can be gauged whether the learner was delighted by the program or not. Henceforth, if the learners’ response is not positive, the program will have to be developed from scratch. The training program needs to be evaluated at all stages of the Kirkpatrick model and once a negative response is received, its development has to be stopped.

Measurement at the Learning level

As far as the efficiency of the test for the second level of Learning is concerned, it has to be done through tests. These tests can be in verbal or written form, and the learners must take them before and after they have undergone the training. Hence, the companies must have two versions of these tests (pre-training and post-training).

When the verbal forms of tests are used, it can involve a lot of time and consistent scoring might not be there depending on who is the interviewer. The comparison of the results of such versions makes the company know how successful will be the training program in skill enhancement. Moreover, there should be a well-defined scoring report for consistent results.

Measurement at the Behavior level

As far as the third level of the Kirkpatrick model is concerned, it’s quite crucial to know whether the training program will be effective in changing the work performance of employees. For checking the efficacy of the program for this level, the learners have to be assessed three-six months after they have undergone training.

For the Learning and Development program, measuring the program’s effectiveness at this level is a bit difficult because it’s impossible to know when an employee will start using his newly imbibed knowledge. Hence, it’s important to observe the participants’ behavior sometime after the training has been imparted.

Measurement at the Results level

For senior individuals, in particular, yearly evaluations and regular arrangements of key business targets are essential in order to accurately evaluate business results that are because of the training program.

The individuals who are in senior management positions can be assessed for efficacy at this level. You can check whether the higher-level managers are able to meet their KPI’s and if so, is it after the delivery of the training programs. For lower-level employees, it’s significant to check whether there is an improvement in the quality of products and fewer pieces are getting rejected due to being defective.

So, this is how a company can measure whether a training program can be checked for its effectiveness through the Kirkpatrick model.





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DSLR stands for Digital single-lens reflex camera. It has a digital imaging sensor. In this kind of camera, the captured image can be viewed in the viewfinder when the shutter button is pressed. Its shown through the main lens rather than through a secondary lens, so the user knows what has been captured. 

He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.