Hi All,
This is my first time contributing to the community so be kind :-).
I am working on a piece of work (at work) and have been asked to do some extrenal benhcmarking on two areas:
1. How other companies measure Compliance with core learning that may be required in an organiatisation,
2. How other organisations measure the competency of the staff after learning has taken place, i.e. has the learning landed with regards to core learning. (Level 2 of Kirkpatrick's evaluation model)
It would be great if anyone could share how their company does this.
Thanks,
Matt
Replies
Hi Matt,
Welcome to the community. Great to see you posting and discussing on here. It's very much like Pringles, you'll not be able to stop!
I work in the casino industry so compliance training is a key part of our licence requirements. Topics such as Money Laundering, Responsible Gambling, Data Protection are some to name a few.
Most of this nowadays is delivered on our eLearning site (read more about it on this link)
At the end of each course, we ask users to give a score rating their experience and provide some comments as to why they think that. We track this so that we can see trends and comparisions between courses. Those courses consistently scoring low often indicate a need to further develop the course. This helps us to evaluate at Level 1.
Level 2 is measured through a series of activites and tests throughout each module and helps us to evaluate the level of learning that has taken place. We also pay close attention to the number of attempts it takes someone to successfuly complete the course, how long it takes them in each section etc.
Level 3 - our audit team, who work tirelessly looking at CCTV footage, auditing adherence to procedures etc, are able to help us understand the shift in on the job performance and occasionally highlights to us where additional learning needs to take place.
At Level 4 - We also get access to live reports that show us who has completed what. The user/managers get a reminder when that training is due for re-taking and we feed this into "compliance" reports that shows how compliant and up to date each of our business units are.
Hope this helps Matt. Good luck with your work on this.
Ady
Great post Matt welcome to the Community :-)
You pose some interesting questions and Chris has added some good stuff above.
I just came across this article that ties in with measuring of competency over on Learning Solutions Magazine
It's called What You Measure Is What You Get
Hi Matt
I'd happily contribute some thoughts based on my experience and organisation;
Point 1;
The biggest thing would be to draw down on what may be statutory compliance and what is more of the business' requirement. My organisation for example manages large commercial property therefore elements of statutory compliance would be Asbetos Awareness, Legionella etc. If your business is a food provider/operator for example there will be statutory requirements to provide levels of training. The business may choose to bolt on additional 'compliance' measures that would not necessarily be legislative, but more a requirement to further support evidence for insurers or customers for example.
I think if you draw up a list in these columns it may be a good place to start. A lot of our work here is about understanding what duties are undertaken and whether the training requirement is driven by legislative (statutory) or more of a mandatory business requirement which can be dependant on the environment(s) people work within and the tasks performed.
Point 2;
For level two testing the simplest tool we use is pre and post training questionnaires. Asking delegates to fill in a questionnaire prior to any learning taking place and the same questionnaire again perhaps 10-12 weeks after the training gives you a measure of knowledge retention.
The second advantage to this is it will give your faciltators a measure of what people already know, enabling them to tailor the content to that specific group - this is most useful!
Further testing regarding the actual transfer of knowledge to the workplace is completed through observations, mystery guest style testing and tracked through other KPI's.
Hope this offers some help...
Chris :-)