Implementation of a ROE (Return On Expectations) for training

The ROE tends to correct this conception of the evaluation of training. To effectively measure the ROE of training, it is necessary to define upstream the measurable operational results expected following the training. Once these criteria have been defined, it is possible to follow the training and assess whether it corresponds to the expectations initially set. This evaluation approach is more collaborative but it is also more cumbersome to set up.

Individualization of training

The individualization of training is an organizational process aimed at implementing a personalized training course for each learner. The individual in the learning phase has all the educational resources and means necessary for his training course and his learning situations. For this individualized training to be relevant, it is necessary to take into account the learner's achievements and to analyze the objectives to be achieved during the training. In a logic of skills, learners no longer want to receive top-down training that does not correspond to them. It is necessary to create training paths adapted to the skills they must acquire.

Measure the achievements after the transfer of skills

The skills acquired during the training cycles must be directly transferable to the field and allow everyone to exercise their different roles in the best conditions. The use of Digital Learning for training offers the possibility of establishing quantitative but also qualitative criteria to evaluate the latter. The analysis of the data collected during and at the end of the learning process allows the training department to know the scores of each learner as well as his satisfaction with the training he has just received.

Set up a training evaluation

Evaluating training is necessary for all companies seeking to know the optimizations to put in place for the next training actions. A distinction should be made between two types of training evaluation:

Hot evaluation

This evaluation format is most often carried out using a questionnaire intended for the learner. Assessment will focus on learner satisfaction and achievement of learning objectives. The questionnaire is most often carried out at the end of the training session.

Cold evaluation

This type of assessment can take place in many formats (observation guide, follow-up interview with N+1, performance indicators, self-assessment questionnaire). The evaluation will seek to verify whether the training has enabled the employee to acquire new skills. This analysis is intended for the learner but also for his immediate hierarchy. The cold evaluations take place a few weeks after the training, the time to be able to apply the new skills in a professional situation.

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