Page 104 - The Creative Training Idea Book Inspired Tips and Techniques for Engaging and Effective Learning

lucas chap 03 11/20/02 11:46 AM Page 93
Post-Session Needs Assessment Setting the Stage for Learning 93
Determining participant needs is not limited to before and during a session. Even though
it takes valuable time, it is a good idea to reassess needs following your training to deter-
mine if the session was:

Successful in meeting identified needs.
Focused on the right needs.
A catalyst for newly identified deficits or needs. In other words, did participants recognize
additional gaps in knowledge, skills, or attitudes as a result of classroom activities and
content?

Following a training session, there are a number of ways for determining needs. Some
of the more common strategies follow.

End of Session Evaluations
By eliciting feedback from participants at the end of a program, you can sometimes
immediately determine changes that should be made in content, format, and delivery.
If the evaluation form is well designed, you can also potentially determine additional
participant needs that surfaced as a result of their learning experience. For example, they
may have not realized a deficit in some area of knowledge until the subject was brought
up during training. Chapter 9 provides more specific information on evaluations.

Post-Tests
A good way to gauge new awareness and knowledge is to administer a post-session
quiz or test at the conclusion of a program, or to e-mail/mail one to participants within
a few days after they return to the workplace. Another option is to have supervisors
distribute and collect the tests, then return them to you. This might help ensure a bet-
ter return rate; assuming that you got supervisor/management buy-in and support prior
to training.
If you used a pretest, you should use the same test at the end of the program to com-
pare answers and determine if an improvement in knowledge occurred. Based on the
results, you may need to place more emphasis on program topic areas that resulted in
the most incorrect questions.

Post-Session Questionnaire
At 30, 60, or 90 days following your session, depending on your organizational culture
and other functions, you should send out a questionnaire. The purpose of such a ques-
tionnaire is to help determine if the learning “stuck,” what has been diminished and needs
a review, and to see if knowledge and skills are truly being applied. Like pretests and
other communication to participants, it is always a good idea to involve management