Hi Friends, Can anybody told me :- 1. How to Calculate productivity of trainers who are working down the line 2. How to calculate Productivity of the participents who are being trained. Aqil Imam
From India
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From India
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Dear Aqil Imam,
Paragraph-wise replies are as below:
1. How to Calculate productivity of trainers who are working down the line
Increase in efficiency of the participants after the training is the effectiveness of the training professional. However, there are some glitches like participants' motivation, trainability of the participants, etc.
2. How to calculate Productivity of the participants who are being trained.
Quality of the services provided before training and after the training is the measure to calculate productivity of the participants. Another way to measure efficiency is the operational ratios of that department.
Ok...
Dinesh V Divekar
Aqil Imam
From India, Bangalore
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8032Paragraph-wise replies are as below:
1. How to Calculate productivity of trainers who are working down the line
Increase in efficiency of the participants after the training is the effectiveness of the training professional. However, there are some glitches like participants' motivation, trainability of the participants, etc.
2. How to calculate Productivity of the participants who are being trained.
Quality of the services provided before training and after the training is the measure to calculate productivity of the participants. Another way to measure efficiency is the operational ratios of that department.
Ok...
Dinesh V Divekar
Aqil Imam
From India, Bangalore
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For evaluation of the trainer, you can have the training feedback form filled out by participants.
To evaluate participants, you can monitor their productivity and motivation, use a questionnaire, conduct a test/discussion to assess if learning has taken place, or determine if all efforts are wasted.
Before conducting this exercise, you should assess the participants' level of understanding and their bandwidth for learning.
These exercises are well-planned.
Regards, Rashee
From India, Delhi
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To evaluate participants, you can monitor their productivity and motivation, use a questionnaire, conduct a test/discussion to assess if learning has taken place, or determine if all efforts are wasted.
Before conducting this exercise, you should assess the participants' level of understanding and their bandwidth for learning.
These exercises are well-planned.
Regards, Rashee
From India, Delhi
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Dear Rashee,
"Training Feedback" is quite a basic way of measuring the effectiveness of a trainer. There are scores of trainers who excel at managing feedback, but their training does not always result in improved business performance. An increase in revenue or a decrease in operational expenditure is the most reliable way to measure the effectiveness of training. However, not many HR or training professionals are aware of how to measure the impact on revenue caused by the training. Even those who undergo Train the Trainer (TTT) programs from prestigious institutes often lack proficiency in the commercial aspects of training.
For Aqil: The response is detailed, and it is not feasible to provide the entire content here. It may be beneficial for you to undergo TTT to address your query.
Best regards,
Dinesh V Divekar
From India, Bangalore
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"Training Feedback" is quite a basic way of measuring the effectiveness of a trainer. There are scores of trainers who excel at managing feedback, but their training does not always result in improved business performance. An increase in revenue or a decrease in operational expenditure is the most reliable way to measure the effectiveness of training. However, not many HR or training professionals are aware of how to measure the impact on revenue caused by the training. Even those who undergo Train the Trainer (TTT) programs from prestigious institutes often lack proficiency in the commercial aspects of training.
For Aqil: The response is detailed, and it is not feasible to provide the entire content here. It may be beneficial for you to undergo TTT to address your query.
Best regards,
Dinesh V Divekar
From India, Bangalore
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Dear Aquil Imam,
You are aware that generally there are two types of training: Technical and Non-Technical.
While technical training deals with Knowledge and Skill, non-technical training by and large deals with attitude/behavioral training.
It is relatively easier to assess the knowledge and skill gained. But to assess this, it is important that the training content is analyzed thoroughly before the conduct of the training. In other words, what do you expect the training to deliver or what do you expect to improve? If this is assessed prior to the training (for example, the Quality Rating - QR, Overall Equipment Efficiency - OEE, Machine Availability - MA, Performance efficiency - PE, On-Time Delivery - OTD, First Pass Yield - FPY, etc.) and after the training, you will be able to determine the effectiveness of training. You should aim at making an objective assessment rather than a subjective assessment.
Non-technical training is generally assessed more subjectively, and the best person to give you the feedback will be the boss and information through the grapevine from peers.
In short, the effectiveness by and large depends on the training content.
Assessing a trainer on technical grounds is easier. On the above count, if the parameters identified by you have improved, then the trainer is effective.
It requires extensive work to make a real assessment.
M.V. Kannan
From India, Madras
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You are aware that generally there are two types of training: Technical and Non-Technical.
While technical training deals with Knowledge and Skill, non-technical training by and large deals with attitude/behavioral training.
It is relatively easier to assess the knowledge and skill gained. But to assess this, it is important that the training content is analyzed thoroughly before the conduct of the training. In other words, what do you expect the training to deliver or what do you expect to improve? If this is assessed prior to the training (for example, the Quality Rating - QR, Overall Equipment Efficiency - OEE, Machine Availability - MA, Performance efficiency - PE, On-Time Delivery - OTD, First Pass Yield - FPY, etc.) and after the training, you will be able to determine the effectiveness of training. You should aim at making an objective assessment rather than a subjective assessment.
Non-technical training is generally assessed more subjectively, and the best person to give you the feedback will be the boss and information through the grapevine from peers.
In short, the effectiveness by and large depends on the training content.
Assessing a trainer on technical grounds is easier. On the above count, if the parameters identified by you have improved, then the trainer is effective.
It requires extensive work to make a real assessment.
M.V. Kannan
From India, Madras
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Dear Aquil Imam,
In order to calculate post-training productivity, you must have pre-training statistics. For example, before training, the ratio for defective goods was 10:1000 (for every 1000 outputs, 10 outputs had defects). This would have resulted in production loss, man-hour loss, and ultimately revenue loss. However, after training, the ratio improved to 1:1000. The difference would then represent your improved performance.
In other words, you need to know where you stand today to be able to measure the difference when you reach your desired position.
Regards,
Autumn Jane
From Singapore, Singapore
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In order to calculate post-training productivity, you must have pre-training statistics. For example, before training, the ratio for defective goods was 10:1000 (for every 1000 outputs, 10 outputs had defects). This would have resulted in production loss, man-hour loss, and ultimately revenue loss. However, after training, the ratio improved to 1:1000. The difference would then represent your improved performance.
In other words, you need to know where you stand today to be able to measure the difference when you reach your desired position.
Regards,
Autumn Jane
From Singapore, Singapore
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Dear Aqil,
Measurement of trainer effectiveness and participant improvement would ultimately depend on the quality of metrics your organization captures as part of the Performance Management and Competency Development. You need to know what you are training for and the expected outcomes.
If the performance of each category of employees is measured in quantifiable terms such as the ratios mentioned by Kannan and Jane, then the post-training improvement can be assessed over a period of time, such as 4-12 weeks, by comparing pre-training and post-training production data.
Secondly, for subjective parameters, metrics can be put in place provided you know the relationship between the parameter and the expected output in measurable terms. For example, for Telecallers/BPO staff, call quality is based on the number of calls needed to address/resolve customer complaints, time taken to resolve the issue, the number of times the matter was escalated, etc.
At the end of the day, training effectiveness can be measured effectively if you have the following in place:
1. Measurable performance/output metrics
2. Historical data for at least 6 months for comparison
3. Employee awareness about the metrics
4. Daily and consistent recording of such information
5. Comparison of data at regular intervals
6. Company-wide drive to consistently improve on past performance
7. Develop and implement suitable and relevant interventions as soon as performance issues are noticed
8. Evaluate trainers thoroughly and check for validation of their services empirically
I hope this has clarified to a certain extent your queries. Please feel free to contact me should you require any assistance/service.
Warm regards,
Shashidhar K
Eira
From India, Mumbai
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Measurement of trainer effectiveness and participant improvement would ultimately depend on the quality of metrics your organization captures as part of the Performance Management and Competency Development. You need to know what you are training for and the expected outcomes.
If the performance of each category of employees is measured in quantifiable terms such as the ratios mentioned by Kannan and Jane, then the post-training improvement can be assessed over a period of time, such as 4-12 weeks, by comparing pre-training and post-training production data.
Secondly, for subjective parameters, metrics can be put in place provided you know the relationship between the parameter and the expected output in measurable terms. For example, for Telecallers/BPO staff, call quality is based on the number of calls needed to address/resolve customer complaints, time taken to resolve the issue, the number of times the matter was escalated, etc.
At the end of the day, training effectiveness can be measured effectively if you have the following in place:
1. Measurable performance/output metrics
2. Historical data for at least 6 months for comparison
3. Employee awareness about the metrics
4. Daily and consistent recording of such information
5. Comparison of data at regular intervals
6. Company-wide drive to consistently improve on past performance
7. Develop and implement suitable and relevant interventions as soon as performance issues are noticed
8. Evaluate trainers thoroughly and check for validation of their services empirically
I hope this has clarified to a certain extent your queries. Please feel free to contact me should you require any assistance/service.
Warm regards,
Shashidhar K
Eira
From India, Mumbai
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Feedback forms are important and help in judging the reaction of the trainees but are not a great tool to measure the effectiveness of training. Google Kirkpatrick's 4 levels of training evaluation. It will really help you.
From India, New Delhi
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From India, New Delhi
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Good evening, friends.
Expert advice is needed to clear up any confusion:
Whether a registered employee contractor with the present worker force of 9-10 individuals needs to remit the PF contribution of the worker as per statutory requirements.
Or does the principal employer have to remit the PF for the workers if the contractor is not eligible or does not come under the compulsory provision?
Kindly assist me in resolving this issue.
Vinod
From India, Bangalore
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Expert advice is needed to clear up any confusion:
Whether a registered employee contractor with the present worker force of 9-10 individuals needs to remit the PF contribution of the worker as per statutory requirements.
Or does the principal employer have to remit the PF for the workers if the contractor is not eligible or does not come under the compulsory provision?
Kindly assist me in resolving this issue.
Vinod
From India, Bangalore
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Hi there All,
I would like to that all the seniors who have contributed valuable information on evaluating productivity after. I would like to add one comment that the seniors might have missed, training evaluation form differ from one industry to another and it depends on how effective actually the company uses but I have found the following method included in the training evaluation form very effective
In the training evaluation form you include the following
•Pre-Training:
-Outline what are the objective of the Course
-Out line the applied knowledge obtained from the course
-Outline what are the benefit of this particular course to the business
-After attending this program how would it help employee achieve his objectives
-After the training you need to evaluate the employee at least up to 2 months to affirmatively know that they have benefited from the course
•Post Training
-Is the employee applying the knowledge obtained from the course
-Was the objective of the training course achieved –from the performance of employee
-Is the information & applied knowledge practical and benefits the business
-Would you recommend someone else in the organization to attend and benefit of this program
-Has this program help employee achieve his annual objectives
I hope the above notes may help you in your approach in evaluating training in your organization. However, Should you need help in developing a training evaluation form do not hesitate to contact me.
From Oman, Muscat
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I would like to that all the seniors who have contributed valuable information on evaluating productivity after. I would like to add one comment that the seniors might have missed, training evaluation form differ from one industry to another and it depends on how effective actually the company uses but I have found the following method included in the training evaluation form very effective
In the training evaluation form you include the following
•Pre-Training:
-Outline what are the objective of the Course
-Out line the applied knowledge obtained from the course
-Outline what are the benefit of this particular course to the business
-After attending this program how would it help employee achieve his objectives
-After the training you need to evaluate the employee at least up to 2 months to affirmatively know that they have benefited from the course
•Post Training
-Is the employee applying the knowledge obtained from the course
-Was the objective of the training course achieved –from the performance of employee
-Is the information & applied knowledge practical and benefits the business
-Would you recommend someone else in the organization to attend and benefit of this program
-Has this program help employee achieve his annual objectives
I hope the above notes may help you in your approach in evaluating training in your organization. However, Should you need help in developing a training evaluation form do not hesitate to contact me.
From Oman, Muscat
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