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Training Specialist Mock Interview

William Rosser, has over a decade crafting training materials globally, offers these 30 interview questions with advice and answer examples to help you prepare for your upcoming training specialist job interview.

Training Specialist was updated by on March 13th, 2024. Learn more here.

Question 10 of 30

How do you assess learner performance after you deliver a training session?

"I utilize Kirkpatrick's model to evaluate training effectiveness across four levels. As an example, last year I rolled out a Lean Six Sigma course to reduce production defects.

In level one, questionnaires showed that 95% of participants were highly satisfied with the relevance of continuous improvement concepts covered.

For level two, tests verified a 28% increase in scoring on DMAIC methodologies immediately after completing the training versus individual pre-assessments.

Expanding to level three, I surveyed production managers at 60 days post-training. They reported observable improvements in mitigating errors through root cause analyses and mistake-proofing changes staff proposed.

Finally, for level four, corporate tracking showed a visible dip in quality control expenses and customer complaint calls over the past two quarters since the training launch.

I'm a strong proponent of 'training transfer,' not just initial engagement but applying concepts back on the job afterward. Evaluating Kirkpatrick's levels with both qualitative and quantitative data confirms whether true behavior change occurs. As illustrated through the layered analytics for Lean Six Sigma, measurement at multiple intervals provides a comprehensive picture of performance enabled through my training programs."

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How to Answer: How do you assess learner performance after you deliver a training session?

Advice and answer examples written specifically for a Training Specialist job interview.

  • 10. How do you assess learner performance after you deliver a training session?

      How to Answer

      As a dedicated training specialist, you know that much of your work performance is benchmarked against the performance of your learners and the results they generate after attending your training sessions. The measurable results you can generate as a trainer are precisely how you will portray the value of your sessions and training programs.

      Talk to the interviewer about the framework you use to assess learner performance. Highlight the fact that you go into each training session with a clear understanding of the company's expectations. Be sure to show the interviewer that you consider the company's ROI from your training. Express that you put great consideration into the company's most vital metrics when you assess learner performance.

      Written by Christine Pasqueretta

      Focus Your Answer On

      Evaluating training effectiveness is crucial. Share how you utilize Kirkpatrick's four levels of evaluation to gauge program impact from various perspectives:

      Level 1 Reaction: Measure immediate satisfaction with survey questions on content relevance, delivery quality, facilitator effectiveness, and overall engagement.

      Level 2 Learning: Assess knowledge improvement with pre/post-tests to quantify info recall and concept application mastery.

      Level 3 Behavior: Follow-up with participants and managers at 30/60/90 days to observe skill application on the job through poll questions or interviews.

      Level 4 Results: Examine enterprise metrics training influenced like productivity, retention, sales, and other items, for the long-term. Showcase links between learning programs and business objectives.

      Being ready to discuss evaluation layers beyond smile sheets shows dedication to confirming performance outcomes. It highlights investment in not just delivering training but proving its workplace behavior impacts afterward. Share how you complement data analysis with open-ended feedback capture too. The goal is to convey a comprehensive methodology to satisfy stakeholders that sessions drive measurable change.

      Written by William Rosser on February 20th, 2024

      1st Answer Example

      "I utilize Kirkpatrick's model to evaluate training effectiveness across four levels. As an example, last year I rolled out a Lean Six Sigma course to reduce production defects.

      In level one, questionnaires showed that 95% of participants were highly satisfied with the relevance of continuous improvement concepts covered.

      For level two, tests verified a 28% increase in scoring on DMAIC methodologies immediately after completing the training versus individual pre-assessments.

      Expanding to level three, I surveyed production managers at 60 days post-training. They reported observable improvements in mitigating errors through root cause analyses and mistake-proofing changes staff proposed.

      Finally, for level four, corporate tracking showed a visible dip in quality control expenses and customer complaint calls over the past two quarters since the training launch.

      I'm a strong proponent of 'training transfer,' not just initial engagement but applying concepts back on the job afterward. Evaluating Kirkpatrick's levels with both qualitative and quantitative data confirms whether true behavior change occurs. As illustrated through the layered analytics for Lean Six Sigma, measurement at multiple intervals provides a comprehensive picture of performance enabled through my training programs."

      Written by William Rosser on February 20th, 2024

      2nd Answer Example

      "In my current position, I lean on the Kirkpatrick Model for assessing learner performance. This model has 4 levels: Reaction, Learning, Behavior, and Results. Level one is 'Reaction,' where I assess the degree to which participants find the training engaging and relevant. Level two is 'Learning,' where I assess the level of learner participation. At this stage, I observe the attitude, confidence, and commitment of the attendees. Level three is 'Behavior.' At this level, when the learners are back on the job, I look at the degree to which they apply what they learned during the training session. Last is level four, 'Results.' In this final stage, I assess the outcomes resulting from the training. Then, I track the results and provide a comprehensive report to the appropriate stakeholders. All of my sessions include post-training support and accountability, which results in a better ROI for the company and much stronger long-term results for the employees as well."

      Written by Samantha Brown on March 13th, 2024

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