| Responses | Date | Author |
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Hi - I use a questionnaire 3/4 months down the line and it has 2 parts to it. One asks the delegates where they are now in terms of the training - what they now consider their strengths and areas they still need to work on. It also asks them for specific changes they have made as a result of the training. The second part asks for input from their manager detailing changes they have seen and what they believe the delegate still needs to work on. This gives some specifics to sit down and discuss with the delegate and their manager. Malc |
| 28/11/2015 | Malc |
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Hi, we aim to demonstrate ROI of all training and development. I sit down with the delegate and their manager and discuss the need, the development method and how the learning will be applied and what impact this will have. This engages all parties, drives ownership to the delegate and also ensures the support of the manager. After the development we sit down again and review the same and then close off. I discuss overall training and development delivered in regular meetings with the dept head and discuss ROI true bottom line improvements. hope this helps. Jill |
| 26/11/2015 | Previous |