Supervisors play a crucial and integral role in ensuring that employee training is effective. They can help to do this by working with Human Resources and/or the Training Department to:

• Conduct a training needs assessment (what skills, knowledge, or behaviors need to be targeted for training)
• Conduct a training resources analysis (does your company have the internal resources to support the training or are external resources needed)
• Selecting the most effective training methodology (classroom instruction, on-the-job training, apprenticeships, or self-directed on-line learning etc.)

Supervisors should also be involved in evaluating the overall effectiveness of the training. Four key questions to ask when evaluating training are:

1. Did the learners think it was effective (look at the training evaluation sheets completed by the learners)
2. What did they learn – check any test results, quizzes or examinations completed during the training
3. Did they apply the learning on the job – this can be assessed through the performance evaluation process
4. Did the training make a difference to the organization’s effectiveness?

The last question is the hardest one to evaluate and measure. It is not easy to calculate the ROI on the time and money invested in training. One way to do this is to look at the impact of training project by project. It may be easier to estimate the impact of training on a specific project budget or time line than on the organization as a whole.

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