Measuring skills during training is meant to show whether something has changed, not whether the participants were satisfied. Three levels are used. The first is a simple pre- and post-test of knowledge, which is cheap and, in grant-funded projects, often mandatory as evidence for an indicator. The second is a practical task corresponding to real work, which tells you more than a test. The third and most valuable is measuring the change in practice after a few weeks – how many people use the tool, for which tasks, and how much time they save. It is precisely the third level that is missing most often, even though it is the only one that proves a return. It is recommended to define it already when ordering the training and agree who will evaluate it after a set time.
See also: Training impact evaluation, Post-training support, AI Adoption by Employees.
