Isolating+the+effects+of+Training

=Isolating the Effects of Training=

Was it the Training?
Suppose that after a major training program, there's a boost in trainees' work performance. Clearly, the two events are linked. But then a manager asks the dreaded question: "How much of the improvement was caused by the training?" To provide a credible answer, you must take measures during your evaluation to isolate the effects of training.

Control Groups
A highly effective approach for isolating the effect of training is the use of control groups in an experimental training design. The experimental group receives training; the control group does not. Participants in both groups should be similar demographically, selected at random, and subjected to the same environmental influences. Although preferred, it isn't always possible or necessary to take preprogram measurements of the two groups. Rather, measurements taken after training show the difference in performance between the two groups that can be attributed directly to training. Some organizations conduct a pilot of the training program using pilot participants as the experimental group and non-participants as a control group. Here is brief example of the use of control groups in ROI analysis. Click this link: http://chainreaction.asu.edu/desert/digin/control.htm

Other Methods
At times, the use of control groups just isn't possible in organizational settings. There are several other methods that will help you isolate the effects of training from trend line analysis to estimation.