Accountability. One source defines that word as an obligation to accept responsibility. That’s a big word with a heavy meaning, especially in the workplace. Who is responsible for the value of training where you work? Is it the training requester (usually a business unit manager)? Is it the training department (perhaps a subject matter expert
If you’re a frequent visitor to this blog, you may have noticed our name change. Strategic Training is now eParamus™. The new name is based on the Latin terms for evaluate and prepare. It reflects our ongoing commitment to the success of our customers through effective preparation and evaluation. Evaluate Let’s consider those terms for
And The Answer Is It Depends As we close out the year, we’ve been posting a few ways that eParamus can help you with your goals for the New Year. Perhaps you’ve developed some training initiatives for 2014. You know what you want to accomplish, but maybe you haven’t worked out the details yet. One
Recently, I read the Chief Learning Officer article, “Weighing the Options: Different Schools of Thought.” The writer describes Kirkpatrick’s Levels and draws the same conclusion everyone in the training profession has drawn: Measuring Levels 1 and 2, we’ve got down. Levels 3 and 4 still need work because we’re not getting there with our current
How Does the Budget Process Make You Feel? Does your stomach churn as you wonder if you’ll have to make deep cuts to your staff or resources? Is the training expense viewed as overhead and, in the minds of the top brass, expendable? Wouldn’t it be great if you didn’t have to struggle for every
Recently, the Government Accountability Office (GAO), a non-partisan agency that works at the request of Congress, was asked to check into the effectiveness of training in government agencies. There were 23 agencies surveyed ranging from the Department of Agriculture to Homeland Security to the EPA. The survey included every major agency of our government. Below
Previously we discussed the perception model of training, which is the model most organizations rely on. Perception models measure just that—perception. These models often use surveys to evaluate a course or education session. These surveys tell you what students think and feel about training. Don’t Rely On Opinions to Measure Training Impact Instead of relying
You’re familiar with that last step of a training session. You know…the last request the trainer makes of you right before you get to leave for the day. You’re usually tired, glad training is over, and even more glad if it ended early. But you have to pencil in those little circles on the survey
Again this week, I’m taking my cues from a discussion on the Chief Learning Officer LinkedIn group page. The discussion centered on what skills are required of an instructional designer (ID). What struck me this time, however, was not the main question but one person’s response. He said a required skill that an ID needs
No, the title of this post isn’t the setup to a joke. As a training leader, what do you say when you run into your CEO at the local watering hole? In the elevator? As you pass in the hallway? This train of thought started for me when I read comments on a discussion started
Thank you for your interest in eParamus. We look forward to helping you meet your design and measurement goals.