SayPro Tasks to be Completed During the Period: Post-Training Evaluation (02-11-2025 to 02-15-2025):
Collect feedback from the participants on the training program and identify areas for improvement. Review assessment results to track the understanding and progress of employees
1. Collect Feedback from Participants
Objective: Gather detailed feedback from participants to evaluate the effectiveness of the training, identify strengths and weaknesses, and inform future training programs.
- Post-Training Surveys:
- Distribute post-training feedback surveys to all participants, ensuring that the surveys cover various aspects of the training experience. Key areas of focus include:
- Training content: Was the content clear, relevant, and aligned with the participants’ roles and responsibilities?
- Trainer effectiveness: How well did the trainer(s) explain complex legal and compliance concepts? Were they engaging and approachable?
- Training delivery: Was the training delivery method (online/in-person) effective? Were there enough interactive elements to keep participants engaged?
- Materials: Were the training materials (slides, case studies, handouts, etc.) useful and easy to understand?
- Overall satisfaction: How satisfied were participants with the training program as a whole?
- Include rating scales (1-5 or 1-10) for participants to rate their experience in each of the areas above and provide open-ended questions for more detailed feedback.
- Offer participants the opportunity to suggest improvements for future training sessions.
- Distribute post-training feedback surveys to all participants, ensuring that the surveys cover various aspects of the training experience. Key areas of focus include:
- One-on-One Interviews or Focus Groups:
- For more in-depth feedback, consider conducting one-on-one interviews or focus groups with a select group of participants.
- These sessions can explore specific areas of the training that participants felt were particularly valuable or areas that need more clarification.
- Focus on obtaining qualitative insights into the challenges employees face when applying the compliance knowledge in their day-to-day tasks.
- Real-Time Feedback During the Training:
- If applicable, refer to real-time feedback collected during the training sessions (e.g., through online polls, live chats, or feedback forms).
- This feedback may provide immediate insight into areas that participants felt were unclear or difficult to grasp, which can be addressed post-training.
Responsible Team: Training and Development Team, HR Department, Compliance Trainers.
2. Review Assessment Results
Objective: Evaluate the assessment results to track participants’ understanding of the material and identify knowledge gaps that need further attention.
- Analyze Assessment Scores:
- Review the overall performance of all participants in the assessments to gauge the success of the training.
- Identify trends in the scores to determine whether certain areas of the training content were consistently difficult for participants.
- For example, did many employees struggle with procurement laws? Was there confusion surrounding the application of bidding regulations?
- Look for patterns in correct and incorrect answers for both factual and scenario-based questions to determine which specific topics need to be reinforced in future training sessions.
- Track Individual Progress:
- Compare the performance of employees who participated in the training to their previous assessments (if available). This will help determine the level of improvement in understanding and compliance knowledge.
- For employees who scored below the passing threshold, identify whether additional training or follow-up sessions are required.
- Identify Knowledge Gaps:
- Look for areas where employees performed poorly and where there may be gaps in their understanding of the material.
- Highlight specific topics that require more focus, such as specific procurement laws, anti-corruption practices, or the proper handling of tenders and quotations.
- Make Recommendations for Future Training:
- Based on assessment results, make recommendations for additional training sessions, whether it’s for individuals who need more guidance or broader team-wide initiatives on complex subjects.
- Identify areas where more hands-on exercises or case studies could help reinforce the material.
Responsible Team: Compliance Trainers, Training and Development Team, HR Department.
3. Evaluate Training Content and Delivery
Objective: Assess the overall effectiveness of the training content and delivery methods and identify areas for improvement.
- Content Relevance and Clarity:
- Evaluate whether the training content was appropriate for the employees’ roles in tendering, bidding, and procurement, and whether it addressed real-world challenges faced by the participants.
- Ensure that the content was presented in a clear and comprehensible manner. For example, was legal jargon minimized, or were explanations provided in plain language?
- Assess whether case studies and examples were practical and helpful in illustrating key concepts.
- Delivery Methods:
- Evaluate the effectiveness of the training format, whether it was online or in-person. Was the format suitable for the employees? Did the virtual sessions offer enough interaction, or should in-person training be encouraged for future sessions?
- Consider whether the timing of the sessions was appropriate for the participants. Did the training run too long, or was it too short? Did participants have sufficient time to absorb and engage with the content?
- Review whether the interactive elements (e.g., quizzes, group activities, discussions) were successful in engaging employees and aiding retention of information.
- Trainer Feedback:
- Assess the feedback related to the trainers’ performance. Were they knowledgeable and able to effectively communicate the legal and regulatory compliance concepts? Did they encourage engagement and provide enough opportunities for employees to ask questions or seek clarification?
Responsible Team: Training and Development Team, HR Department.
4. Identify Areas for Improvement in Future Training
Objective: Use the feedback and assessment data to make necessary adjustments and improve future training sessions.
- Training Material Enhancements:
- Review participant feedback to determine if any specific topics or materials were perceived as difficult to understand or insufficiently covered.
- Revise materials based on participant feedback, focusing on areas where confusion or misunderstanding was most prevalent. Consider adding more visual aids, diagrams, or examples for complex legal concepts.
- Enhanced Delivery Techniques:
- If feedback suggests that participants found certain parts of the training too dry or difficult to engage with, consider restructuring the delivery. For example, increase the use of case studies, role-playing exercises, and real-world examples to bring the material to life.
- Ensure that future sessions include more interactive elements like live Q&A, polls, and hands-on activities to promote engagement and active learning.
- Customizing Future Sessions:
- Tailor future sessions based on the specific needs of the departments or employee roles, especially those directly involved in procurement, tenders, and bids.
- If certain compliance topics are found to be more relevant to some teams than others, consider offering customized sessions focusing on the most pertinent areas of legal compliance.
- Feedback Loop for Continuous Improvement:
- Set up a feedback loop where participants are invited to continue sharing their thoughts and suggestions on the training program.
- Use this ongoing feedback to iteratively improve the training content and delivery over time.
Responsible Team: Training and Development Team, Compliance Trainers, HR Department.
5. Generate Post-Training Report
Objective: Prepare a comprehensive post-training report to summarize the feedback, assessment results, and proposed improvements.
- Report Content:
- Include a summary of the training results, detailing the overall participation, assessment scores, and feedback from participants.
- Highlight any common themes or patterns in the feedback, such as areas of strength and areas for improvement.
- Provide recommendations for improving future training sessions based on the feedback and analysis.
- Share with Senior Management:
- Present the post-training evaluation report to senior management or the relevant departments to ensure they are informed of the training outcomes and the next steps.
- Discuss any required changes or additions to the training program, and get approval for implementing those changes.
Responsible Team: Training and Development Team, HR Department, Compliance Trainers.
6. Conclusion
The Post-Training Evaluation phase, running from February 11th to February 15th, 2025, will provide valuable insights into the effectiveness of the SayPro Monthly January SCMR-1 Compliance Training. By collecting feedback from participants, reviewing assessment results, and identifying areas for improvement, SayPro can ensure that the training program is continuously refined to meet employees’ needs and address any compliance gaps. This evaluation will contribute to the ongoing success of the company’s compliance culture and ensure that all employees are well-equipped to navigate the legal and regulatory requirements in their roles.
Leave a Reply