Description

The training function is faced with a demand for proof of the real impact of actions. This training will allow you to acquire the method necessary to prove their value. This will involve measuring the results: satisfaction, achievements, change in professional behavior, impact with regard to previously defined indicators. And to promote the tangible and intangible effects of training to all stakeholders.

Who is this training for ?

For whom ?

Training manager. Training project manager. Training Manager. HR in charge of training.

Prerequisites

Training objectives

Use the satisfaction assessment to make a diagnosis and improve actions

Use prior learning assessment wisely

Conduct the evaluation of the transfer of training acquired and draw evidence of its value

Evaluate the impact and return on expectations

Quantify the return on training investment

Training program

• Use the different levels of evaluation wisely
  • Situate the different purposes of evaluation in training.
  • Distinguish between the different levels of evaluation.
  • Take stock of your current evaluation system.
• Evaluate participant satisfaction Identify the information to be collected at the end of the training. Develop the questionnaire.
  • Set alert thresholds and objectives.
  • Make the process of collecting and processing information reliable.
  • Make appropriate decisions regarding 'corrective actions.
• Evaluate the transfer of training knowledge Choose an appropriate method to evaluate professional behavior. Develop the transfer evaluation questionnaire.
  • Involve stakeholders: learner, manager...
  • Analyze the evaluation data.
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  don’t have a program yet

• Certification Assessment of skills to be certified via an online questionnaire incorporating role-playing scenarios (40 minutes). Remote activity
  • To benefit from the contributions of an expert on a theoretical or practical point: a
  • expert 'The ROI of training'.