Optimising further training

More than just administration: With data-based evaluation to real learning success

Anna, the HR manager, looks at a pile of printed certificates and an endless email chain to coordinate appointments for the next management training. "This has to be done more efficiently," she thinks to herself. Until now, the organization of further training has taken up so much time that the actual optimization of the content often fell by the wayside.

With Evalea, she turns the process upside down and transforms "administration" into real "optimization".

First, she is expanding the learning library . Instead of hidden Excel lists, employees can now find all offers clearly arranged in one place. Julia, the software developer, can search there specifically for courses that close her skills gaps. With one click, it starts the automatic approval process. Her supervisor Markus immediately receives a notification and digitally approves the participation – not a single sheet of paper changes hands.

As soon as the registration is complete, the automation takes over: The system sends personalized emails to Julia and the trainer with all the details. At the same time, the participant lists are created in the background and the necessary to-dos for room planning and material preparation are distributed to Anna and her colleagues.

After the seminar, Evalea automatically generates the certificate of participation for Julia and stores it directly in her profile. But Anna goes one step further: the evaluation now starts by itself.

Anna particularly likes the fact that she can set different standards for different measures:

• A short compulsory training course on occupational safety will continue to be assessed only directly at the end.
• A development program for future managers lasting several months, on the other hand, is evaluated in several stages, including feedback from the managers involved. At the same time, Anna reminds them that they themselves play a key role in learning transfer .

Immediately after the course, Julia gives feedback on the quality, and three months later, the system reminds her and her manager Markus of a short transfer query. This makes it possible to see whether what has been learned is really received in everyday work.

Anna, the HR manager, notes: "We used to spend days on lists and emails. Today, Evalea does it in the background." With the time gained, the HR team can now sit down intensively with the trainers to improve the content in a targeted manner based on the evaluation data.

For Anna, the goal has been achieved: the administration runs by itself, and personnel development can finally concentrate on the essentials again – the people and their growth.

For Anna, one thing is clear: finally, evaluation is no longer becoming a formality, but a strategic control instrument. It can show which training courses bring real added value – and justify decisions for improvements based on clear data.