Hello people, I am doing my internship wherein I have to devise a system that will help 'QUANTIFY' the effectiveness of training given to the employees. Please help me with a method that helps me do the same. Also, send me related attachments if you have any. Thank you.
From India, Pune
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From India, Pune
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Dear Simran,
Would you please elaborate a little on the "TRAINING" part? Different trainings have different methods of measuring effectiveness. For example:
- A hardcore technical training: you can measure the effectiveness by tracking man-hour output and analyzing the ratio of productivity with the zero defect mechanism.
- A safety training would result in a reduced accident rate and should be measured in a long-term scenario.
- An after-sales service training can be evaluated by conducting research on customer satisfaction.
- A sales training can be assessed based on the increment in terms of volume, etc.
If you do not provide the details of the training you are referring to, it's really hard for us to assist you with the actual methods and procedures.
Hope you understand.
Regards,
Team Constellia.
From India, Asansol
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Would you please elaborate a little on the "TRAINING" part? Different trainings have different methods of measuring effectiveness. For example:
- A hardcore technical training: you can measure the effectiveness by tracking man-hour output and analyzing the ratio of productivity with the zero defect mechanism.
- A safety training would result in a reduced accident rate and should be measured in a long-term scenario.
- An after-sales service training can be evaluated by conducting research on customer satisfaction.
- A sales training can be assessed based on the increment in terms of volume, etc.
If you do not provide the details of the training you are referring to, it's really hard for us to assist you with the actual methods and procedures.
Hope you understand.
Regards,
Team Constellia.
From India, Asansol
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Hi there,
Measuring training effectiveness can be dodgy sometimes, but the most effective way to measure training effectiveness has to include the following key steps:
- Comparing learning outcomes with what is learned,
- Comparing what is learned with what is applied,
- Comparing the application of knowledge to measure productivity and efficiency.
You can create a training effectiveness evaluation form that incorporates all these aspects.
From Oman, Muscat
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108Measuring training effectiveness can be dodgy sometimes, but the most effective way to measure training effectiveness has to include the following key steps:
- Comparing learning outcomes with what is learned,
- Comparing what is learned with what is applied,
- Comparing the application of knowledge to measure productivity and efficiency.
You can create a training effectiveness evaluation form that incorporates all these aspects.
From Oman, Muscat
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Re: Constellia.org
The 'training' that I've mentioned here is an informative/conceptual training. I am working in a company that manufactures pumps. So training is given about the specifications, selection, and standards of pumps (Basic pump technology). Thus, I want to quantify the effectiveness.
From India, Pune
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The 'training' that I've mentioned here is an informative/conceptual training. I am working in a company that manufactures pumps. So training is given about the specifications, selection, and standards of pumps (Basic pump technology). Thus, I want to quantify the effectiveness.
From India, Pune
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Results evaluation is the effect on the business or environment resulting from the improved performance of the trainee - it is the acid test.
For example:
Measures would typically be business or organizational key performance indicators, such as volumes, values, percentages, timescales, return on investment, and other quantifiable aspects of organizational performance. For instance: numbers of complaints, staff turnover, attrition, failures, wastage, non-compliance, quality ratings, achievement of standards and accreditations, growth, retention, etc.
It is possible that many of these measures are already in place via normal management systems and reporting. The challenge is to identify which and how to relate to the trainee's input and influence. Therefore, it is important to identify and agree on accountability and relevance with the trainee at the start of the training, so they understand what is to be measured. This process overlays normal good management practice - it simply needs linking to the training input. Failure to link to training input type and timing will greatly reduce the ease by which results can be attributed to the training. For senior people particularly, annual appraisals and ongoing agreement of key business objectives are integral to measuring business results derived from training.
Individually, results evaluation is not particularly difficult; across an entire organization, it becomes very much more challenging, not least because of the reliance on line-management, and the frequency and scale of changing structures, responsibilities, and roles, which complicates the process of attributing clear accountability.
In your case, it is more specific. What you are imparting is Technical know-how in the form of trainings, and these can be evaluated with a simple process implied in phases.
Stage 1 - A simple basic questionnaire on understanding of the contents, immediately after the Trainings being imparted.
Stage 2 - Observation on the Shop Floor.
Stage 3 - Feedback from his immediate supervisors/Managers
Stage 4 - Client/Customer feedbacks & inputs.
Hope this helps you in your research.
Cheers
From United Arab Emirates, Dubai
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For example:
Measures would typically be business or organizational key performance indicators, such as volumes, values, percentages, timescales, return on investment, and other quantifiable aspects of organizational performance. For instance: numbers of complaints, staff turnover, attrition, failures, wastage, non-compliance, quality ratings, achievement of standards and accreditations, growth, retention, etc.
It is possible that many of these measures are already in place via normal management systems and reporting. The challenge is to identify which and how to relate to the trainee's input and influence. Therefore, it is important to identify and agree on accountability and relevance with the trainee at the start of the training, so they understand what is to be measured. This process overlays normal good management practice - it simply needs linking to the training input. Failure to link to training input type and timing will greatly reduce the ease by which results can be attributed to the training. For senior people particularly, annual appraisals and ongoing agreement of key business objectives are integral to measuring business results derived from training.
Individually, results evaluation is not particularly difficult; across an entire organization, it becomes very much more challenging, not least because of the reliance on line-management, and the frequency and scale of changing structures, responsibilities, and roles, which complicates the process of attributing clear accountability.
In your case, it is more specific. What you are imparting is Technical know-how in the form of trainings, and these can be evaluated with a simple process implied in phases.
Stage 1 - A simple basic questionnaire on understanding of the contents, immediately after the Trainings being imparted.
Stage 2 - Observation on the Shop Floor.
Stage 3 - Feedback from his immediate supervisors/Managers
Stage 4 - Client/Customer feedbacks & inputs.
Hope this helps you in your research.
Cheers
From United Arab Emirates, Dubai
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Hi, You can circulate this attchment through all the trainees and can evaluate the result thereafter. Regards, Hrishi 9370969725
From India, Pune
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From India, Pune
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