Primarily for companies that regularly organize internal or external training sessions and want to ensure that the time, energy, and financial resources invested in these training sessions generate value in the long term.
Who are we?
The time and money spent on corporate training do not, in and of themselves, guarantee that the knowledge gained will actually create value for the organization.
A training session may be professionally excellent, the instructor may be well-prepared, and the participants may be engaged—yet it is still possible that, after a few weeks, much of what was learned will disappear from day-to-day operations. The reason for this often lies not in the training itself, but in the environment surrounding it.
We help companies prepare for, support, and track their training programs more thoughtfully, thereby increasing the likelihood that the knowledge gained will become part of their daily work.
Among other things, we examine how well employees understand why they are participating in a given training program, what kind of support they receive from their managers, how appropriate the training environment is, and what happens after the training.
We believe that training is not a standalone event, but part of a process. Proper preparation, a supportive environment, and deliberate follow-up together create the opportunity for the investment in training to become a true organizational asset.
If you’d like to learn about the opportunities available at your company for making more effective use of training, please feel free to contact us.
The training session is over. Learning doesn't have to be.
The conclusion of a training session does not necessarily mark the end of the learning process. In fact, the true value of the knowledge gained often only becomes apparent afterward: when employees return to their daily tasks and have the opportunity to apply what they’ve learned.
What was covered in the training can easily fade into the background if participants do not receive adequate support, there are no clear expectations for applying what they’ve learned, or the environment simply isn’t conducive to change.
That is why it is important to treat the training not as a standalone event, but as part of a longer development process. Proper follow-up, management support, and opportunities for practical application can all contribute to ensuring that the knowledge gained becomes a lasting part of the organization’s operations.
Because the true value of training lies not in what is said during it, but in what is achieved as a result.
What do we offer?
Corporate training can be a significant investment: it involves costs such as training fees, lost work time for employees, organizational expenses, and, in many cases, related travel or other expenses. The real question, however, is not merely whether the training took place, but what remains of it within the organization and in the day-to-day work of employees.
Our training utilization assessment maps out whether the conditions necessary to facilitate the practical application of what was learned are in place for a given training session.
During the assessment, we focus on three key areas.
1. Preparation for the Training
Even before the training begins, it is important for participants to understand why they are attending the training, what role the training plays in the company’s goals, and what the organization expects of them. We examine motivation, management support, and the extent to which participants perceive their own role in achieving the company’s goals.
2. The Training Environment
The effectiveness of learning is not determined solely by the trainer and the course material. The participants’ attitude, the organizational culture, the presence and support of managers, and the environment in which the acquired knowledge will later be applied are all important factors.
3. Follow-up and Knowledge Integration
The learning process does not end with the completion of the training. Participants should be given the opportunity to apply their new knowledge, receive feedback, and access the materials provided during the training. Follow-up can help ensure that new knowledge does not remain a one-time experience but is gradually integrated into daily work.
Based on the results of the assessment, you can gain a more comprehensive picture of what supports and what hinders the effective application of training at your company. This can help make the preparation, delivery, and follow-up of training programs more deliberate.
Our goal is not to evaluate the training itself, but to show under what conditions the knowledge gained from training can create the greatest possible value for the organization.
If you’d like to explore opportunities to improve the utilization of training at your company, please contact us.
The training session is over. But what do we take away from it afterward?
If, as an HR manager, you’ve ever thought that you could get more out of your training programs, it’s worth discussing how we can help ensure that the knowledge gained in corporate training isn’t limited to the training room but is also applied in day-to-day work.
If you’d like to better understand how to sustain the impact of training over the long term and turn your investment in training into real business results, let’s talk.
There’s no one-size-fits-all solution, and there’s no obligation. Let’s work together to see where your company could get even more out of its training programs.
Frequently Asked Questions
What types of companies is the training effectiveness assessment recommended for?
Why isn't a good workout enough on its own?
Even a training program of the highest professional quality does not guarantee that the knowledge gained will be integrated into day-to-day work. The extent to which the training is put to use can be significantly influenced by preparation before the training, the organizational and managerial environment, and follow-up.
What do you examine during the process?
We examine the entire training environment: how participants prepare, how well they understand the purpose of the training, what kind of support they receive from management, the setting in which the training takes place, and what happens after the training is completed.
Can this assessment be used even if training is already in place?
Yes. There is no need to design a new training program. The assessment can also help identify, even in existing training processes, the factors that hinder or support knowledge retention.
How long does the exam take?
The time required depends on the size of the company, the training program being evaluated, and the information available. After you contact us, we will discuss the exact scope and process of the evaluation.
