Tower Hamlets College is committed to measuring the impact of the training and support it provides to employers.
There are many ways the impact can be measured, such as:
Reacting to training – did the staff like it?
Knowledge acquisition – did they learn anything?
Skills improvement – can they do something new or better?
Behaviour change – have they changed their way of doing things following the training?
Return on investment – to what extent did the training give back more than it cost?
Example impacts on staff
Use the interactive guide below to find out how training and support have had an impact on staff.
Measure
How to measure
- Staff survey questionnaire at outset and end of training
- Staff survey questionnaire at outset and end of training
- IT Diagnostic Assessment at outset of training / Test at end of training
- Basic Skills Agency assessment at outset of training / Test at end of training
- Supervisor survey questionnaire at outset and end of training
When to measure
- Straight after course is completed
- Straight after course is completed
- Straight after course is completed
- Straight after course is completed
- Straight after course is completed / after staff Performance Review
Example impacts on business
Use the interactive guide below to find out how training and support have had an impact on business.
Measure
How to measure
- a) number of customer complaints before & after b) customer feedback survey results before & after
- a) number of sales made before & after b) number of products produced before & after
- Staff turnover
- Days of staff sickness
When to measure
- At least 1 – 3 months after training
- On a quarterly basis, for at least 1 year after training
- At least 3 - 6 months after training
- At least 3 - 6 months after training
