Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
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Elearning! December 2015 / January 2016 25 responses. When we combine the responses "Very Efective" and "Efective," control group employees report that their training programs are 23.77% more efective at teaching them new things than non- client employees (69.79% to 56.39%). Te negative ratings are also lower. Question 2: How efective is your employer's training program at helping improve your performance? Employees should perform at higher levels of mastery afer they have been trained. Tat's a given. Unfortunately, not all training programs deliver improved performance, and the survey confrms that employees believe many programs substantially under-perform. Once again, the diference in the top two tiers, "Very Efective" and "Efective," are striking. Te control group employees report they believe their training programs are "Very Efective" or "Efective" at helping improve their performance at a combined rate of 66.41%, but 50.90% of public employees report the same levels of efectiveness for their employers' training programs. Te diference is 30.47% (66.41% "Very Efective" and "Efective" combined, compared to 50.90%). Question #3: How efective is your employer's training program at preparing you for the future? Control group employees report even greater disparities in how their training programs help prepare them for the future: 34.99% better than their peers at other companies. In the top two tiers, 58.33% of employees at control group companies say their training program is either "Very Efective" or "Efective" at preparing them for the future. Only 43.21% — less than half — of the public participants said the same thing. Of the three strategic questions in the survey, this question about preparing employees for the future elicited the fewest positive responses across the board. Tis ought to be an area of concern for all of us in the learning and development and training industry. Teaching employees new things and improving performance are outcomes that beneft our organizations in the here-and-now. However, preparing employees for the future is something that we should be working toward for the ongoing success of our organization. Te top graph on the next page summarizes the diferences between the public responses and the responses of control group employees. When the survey was launched, we did Control group employees report great disparities in how their train- ing programs help prepare them for the future.