Does anybody have any experience of using EFQM (European Foundation for Quality Model) to evaluate their Training, Learning & Development? If anyone has any practical advice about this I'd be be very grateful. I would apreciate replies to my mailbox. Thanks.
paul.strickland@tinyonline.co.uk
Paul Strickland
2 Responses
Using RADAR is the key to using the EFQM Model
The Model can be used at 2 levels – either to evaluate the use/success of your training etc in ensuring your people have the right capabilities to contribute to organisational goals or at the specific process level. In both cases the RADAR process is the key. By first establishing the results you are seeking from your training & development, you can test the approaches used, the effectiveness of deployment/implementation (a common area of weakness)and the assessment and review methodologies employed to identify both current strengths and areas for improvement but also future capability – will your systems/approaches deliver the future competencies & development.
Evaluating Training
Paul,
I would be inclined to agree with Steve. I think it’s important to underline a danger with EFQM use though, in that you can mistake symptoms for the outputs. For example is morale a people problem or caused by an organisation system problem?
Ask: What were you trying to achieve with the training and why? Did your training achieve this. If the original goals were dictated by a customer requirement, as they should be, then the success should be measureable. If not then there are two areas to look at. Was training the right thing to do and was it the right training.
Hope this helps,
Rob