One of the great concerns of Training Managers and especially those responsible for Human Management in organizations is precisely being able to offer training programs that guarantee the improvement of performance and productivity in the organization.
These intentions are often frustrated on many occasions when at the end of the personnel training and training processes, the results are not as expected in terms of personal improvement and development of the competencies identified as keys to personal and work success.
In general, it is sought, after an analysis and diagnosis of training needs, that the defined programs, seminars and workshops guarantee learning processes that allow improving daily performance in the workplace and at the same time allow increasing technical and administrative skills and personal growth in each of the people who attend the training events.
In this sense, it is important to take into account the Four (4) steps aimed at closing the training cycle, which allow visualizing the development of a training program that has a beginning and an end.
The four steps are:
Diagnosis: It is the process that helps to evaluate the training and training needs through tools that allow to measure objectively the current competencies of each person, against the competencies expected by the organization, in this way, actions adjusted to the needs of each person and establish the levels of depth required for each defined seminar or workshop. It's the best way to personalize and focus training.
Intervention: Once the diagnosis is defined, the program of workshops and seminars is established that allow training the skills identified as key in each person.
It allows you to properly select the suppliers for each of the training events and at the same time demand evaluable results from them.
Verification: It consists of a series of meetings after the training actions that allow strengthening each of the competencies and monitoring the learning curve of the competencies worked on. Normally, you should wait between 2 and 3 months to allow the content acquired in the workshops and seminars to be incorporated into the day-to-day life and in this way to be able to establish which content or events were of greater or lesser impact.
Evaluation: It allows knowing the real progress of the process in each participant and establishing the results obtained using the same initial tools.
This leads us to recognize the level of impact obtained in the training, education and skills development process.
Each of the people who participated in the training events must be evaluated with the same tools with which the diagnosis was made, in this way we can establish indicators that allow us to verify the difference between the initial state of the process and its final result. At the same time, it serves as a new beginning of the process in that it allows us to define the new aspects in which it is necessary to train, train or train.
This model allows the organization's training processes to be managed in an objective and practical way and at the same time it is the gateway to formalize and strengthen the measurement of the impact of training, define learning curves and obtain quantifiable information on how to the gap is closing between the competencies expected by the organization and those possessed by each of the people according to the position they hold.
