In the world of workforce training, it’s easy to get caught up in the numbers—how many employees attended a session, how many completed the necessary courses, and how much time was spent on learning. While these metrics are important, they only tell half the story. The real measure of effective training lies not just in attendance or completion, but in the comprehension and application of the material taught.

After all, what’s the point of training if employees don’t correctly apply the skills and knowledge imparted? To ensure training translates into real-world competence and improved job performance, a robust system for validating training comprehension—and remediation protocols if needed—must be in place.

Validating Training Comprehension Starts Here

Training is an investment. Organizations invest time, money, and resources into developing training programs with the expectation that they will yield tangible results. But these results can only be realized if employees actually grasp the material and can apply it effectively on the job.

Without validation, there’s no way to know if the training has been successful. Employees might passively absorb the information during the session but fail to retain or implement it later. This not only negates the benefits of the training but also exposes the organization to potential risks, especially in industries where compliance, safety, and quality are paramount.

In a study conducted this year, “Training Methods and their Impact on Workforce Performance in Manufacturing,” researchers found that by validating comprehension more than once, in multiple settings, and introducing training reinforcement, it lead to a 33% increase in employee ability to proactively identify a risk and prevent it from happening. They also saw a 34% increase in seeing a positive ROI. It is clear that organizations who put more effort into their training program see greater reward.

The Two Phases of Validation: During Training and On-the-Floor

To ensure comprehensive understanding, validation should occur in two critical phases:

1. During the Training Session

Interactive Assessments: Incorporate quizzes, discussions, and practical exercises throughout the training session, not just at the end. This helps gauge immediate comprehension and provides opportunities to address any misunderstandings on the spot. For example, a quick quiz after each module or a group discussion can help solidify key concepts.

Remediation Loops: Quizzes throughout training courses are great, but what happens when a trainee gets it wrong? The worst thing to do is move on without correcting this in the moment. For example, the hundreds of courses that come with the Alchemy Training System include remediation loops after each quiz. Even in group sessions, with 20 or more employees training at once, if any trainees provide a wrong answer, a remediation loop is triggered that quickly re-presents the material with a new quiz opportunity. Those that got it wrong initially remain anonymous to the learners, but the admin can see, so they can follow up individually later if necessary. 

Active Participation: Encourage employees to ask questions and engage with the material. Active participation is a strong indicator of comprehension and can uncover areas where additional clarification is needed.

2. On the Floor, After Initial Training

Observation and Feedback: Once the training is complete, observe employees as they apply what they’ve learned in their day-to-day tasks. Supervisors and managers should provide immediate feedback and coaching to reinforce correct practices and correct any deviations. But don’t leave the accuracy of coaching to chance. Equip supervisors with the right technology, like the Alchemy Coach mobile app, that provides the step-by-step instructions for each observation, what correct application looks like, and how to provide corrective remediation instruction if necessary. 

Refresher Sessions: Regularly scheduled refresher courses or on-the-job training sessions help reinforce the material. This is especially important for complex tasks or procedures that may require repetition to master.

Follow-Up Assessments: Conduct assessments weeks or even months after the initial training to measure retention. These could be in the form of practical tests, simulations, or even informal check-ins. The goal is to ensure that the knowledge has been internalized and is being applied consistently.

Implementing a Strong Validation System

A successful validation system doesn’t happen by accident; it requires careful planning and execution. Here are some key elements to consider:

Clear Objectives: Define what successful comprehension and application look like. These objectives should be measurable and aligned with the overall goals of your training program.

Consistent Monitoring: Regularly monitor and assess both the training process and its outcomes. This helps identify any gaps in understanding and provides opportunities for continuous improvement.

Engagement from All Levels: Ensure that management, supervisors, and employees are all on board with the validation process. It should be a collaborative effort where everyone understands the importance of not just completing training but mastering it.

Training is not a checkbox activity. It’s a critical component of building a skilled and capable workforce. But without validating comprehension, the effectiveness of any training program is left to chance. By implementing a thorough validation process—both during training sessions and on the floor—you can ensure that your investment in training translates into real-world results. After all, the true success of training is measured not by attendance but by application.