Your Route to TQS Certification (4) Measure impact

Measuring the impact of training interventions has been one of the challenges facing every one looking to achieve certification since the TQS was introduced.

With conditional certifications still being awarded it’s clear that measuring the impact of training remains a challenge.

The advice out there exhorts people to identify, at the outset, the outcomes training will deliver, and the measures to be used to establish outcomes. This seems straightforward advice, but quite a few people still struggle.

Measuring the impact of training interventions on employee productivity is the easiest way to begin. Think about:

1. Learner (Employee) Achievement


2. Leading to Enhanced Employee Performance


3. Quantified via Performance Measures and Indicators.
   

Use expected learner achievements as the starting point from which you will measure enhanced employee performance. Work with the employer to establish these outcomes and the key performance indicators of success before the training takes place.

And the measures to use?

I use five different types. Three to try out are:

• Employee productivity - for example, getting more done
  
• Employee efficiency - for example, working faster, reducing errors and error rates
  
• Employee flexibility - for example, multi-tasking.

You won’t need to worry about being able to answer the questions employers ask about how your training will help them. If you have your list of measures and improvements in mind when you first start the dialgoue, you will be in a strong position.

If you plan your interactions with employers, and show that you know how to measure the impact of your interventions, employers will be more likely to want to work with you.

When this happens you will be well on the way to TQS certification.