I would like to know about various successful methods that are practiced to measure the Effectiveness of Training given to employees. Thanks & Regards, Gayathri Vembu
From India, Kanchipuram
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From India, Kanchipuram
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Hi Gayathri,
To determine the effectiveness of training programs, you need to conduct a survey. Prepare a questionnaire specifically for the training program in question. Analyze the feedback from the training program feedback form.
Regards, Harini
From India, Bangalore
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4To determine the effectiveness of training programs, you need to conduct a survey. Prepare a questionnaire specifically for the training program in question. Analyze the feedback from the training program feedback form.
Regards, Harini
From India, Bangalore
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I represent a professional training company based in Delhi. Many of our partners are using Learning Management System to deliver and track the effectiveness of the training. However, it is relevant only to the training delivered online. Using the LMS, the companies create learner groups, establish learning plans, assign skills and competencies, and then assign the curriculum to the learner groups. The administrator can track the progress of the learners using the control functions. At the end of the course, you can assign certain assessments to the group just to check the level of understanding at completion. Once the desired scores are achieved, the system automatically generates a certificate for the learner, with a copy to the course instructor.
The LMS also has many collaboration tools like threaded discussions, news, blogs, articles, videos, chat, and file sharing, among others.
I can send you more details upon request.
Sincerely,
Vivek Pandey
vivekp@gc-solutions.net
GCS India (P) Ltd.
www.gc-solutions.net
India - Boston - Ontario
From India, Delhi
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The LMS also has many collaboration tools like threaded discussions, news, blogs, articles, videos, chat, and file sharing, among others.
I can send you more details upon request.
Sincerely,
Vivek Pandey
vivekp@gc-solutions.net
GCS India (P) Ltd.
www.gc-solutions.net
India - Boston - Ontario
From India, Delhi
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Hello, Gayatri!
I have provided an indicative list of the parameters that are usually measured to determine the effectiveness of a training program. They are rated on a scale from 1 to 5 (1 denoting 'Need for Improvement', 2 'Fair', 3 'Good', 4 'Very Good', and 5 'Excellent'). You may add other parameters that you think are indicators of your program.
Best Wishes, Vijay
Learn and Let Learn!
# Parameter Your Rating
1 Introduction to the topic 1 2 3 4 5
2 Coverage of the topic 1 2 3 4 5
3 Communication and presentation skills 1 2 3 4 5
4 Time management (punctuality, time allocated for sub-topics, discussions) 1 2 3 4 5
5 Interaction level in this program 1 2 3 4 5
6 Usefulness (impact on understanding yourself) 1 2 3 4 5
7 Overall effectiveness 1 2 3 4 5
From India, Madras
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I have provided an indicative list of the parameters that are usually measured to determine the effectiveness of a training program. They are rated on a scale from 1 to 5 (1 denoting 'Need for Improvement', 2 'Fair', 3 'Good', 4 'Very Good', and 5 'Excellent'). You may add other parameters that you think are indicators of your program.
Best Wishes, Vijay
Learn and Let Learn!
# Parameter Your Rating
1 Introduction to the topic 1 2 3 4 5
2 Coverage of the topic 1 2 3 4 5
3 Communication and presentation skills 1 2 3 4 5
4 Time management (punctuality, time allocated for sub-topics, discussions) 1 2 3 4 5
5 Interaction level in this program 1 2 3 4 5
6 Usefulness (impact on understanding yourself) 1 2 3 4 5
7 Overall effectiveness 1 2 3 4 5
From India, Madras
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Hi Gayathri,
You can use the Kirkpatrick Model to implement training effectiveness in your organization. There are 5 steps for the same:
- Learning
- Reaction
- On the Job Behaviour
- Business Impact
- ROI
I have implemented the model in my organization. Mine is an IT organization with a strength of 20,000 employees.
The process followed in my company:
Learning phase: Verbal feedback (especially for external trainers), verbal or written feedback can be taken after the training session. It helps to know the direct learning of the training.
Reaction: Feedback forms are sent to participants after the training to get the trainer and training rating. In my company, it is implemented through PeopleSoft. We have created forms and installed them on the system.
On-the-job behavior: The on-the-job effectiveness form is sent to participants and supervisors after three months of training through PeopleSoft. It helps in understanding the improvement in the behavior of the participant on the job.
Business Impact: Project managers receive group request effectiveness forms after three months. These are sent separately to each project manager for a specific training. The forms are customized. Project managers give overall feedback on whether the training has helped in bringing a significant change in the team which impacted the business. For example, an improvement in the ability to handle customer queries.
ROI: It can only be measured at a much later stage. In my company, we haven't reached that stage yet.
Please read some material on the Kirkpatrick Model for a better understanding.
Regards,
Noopur
From India, Mumbai
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You can use the Kirkpatrick Model to implement training effectiveness in your organization. There are 5 steps for the same:
- Learning
- Reaction
- On the Job Behaviour
- Business Impact
- ROI
I have implemented the model in my organization. Mine is an IT organization with a strength of 20,000 employees.
The process followed in my company:
Learning phase: Verbal feedback (especially for external trainers), verbal or written feedback can be taken after the training session. It helps to know the direct learning of the training.
Reaction: Feedback forms are sent to participants after the training to get the trainer and training rating. In my company, it is implemented through PeopleSoft. We have created forms and installed them on the system.
On-the-job behavior: The on-the-job effectiveness form is sent to participants and supervisors after three months of training through PeopleSoft. It helps in understanding the improvement in the behavior of the participant on the job.
Business Impact: Project managers receive group request effectiveness forms after three months. These are sent separately to each project manager for a specific training. The forms are customized. Project managers give overall feedback on whether the training has helped in bringing a significant change in the team which impacted the business. For example, an improvement in the ability to handle customer queries.
ROI: It can only be measured at a much later stage. In my company, we haven't reached that stage yet.
Please read some material on the Kirkpatrick Model for a better understanding.
Regards,
Noopur
From India, Mumbai
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Hi Gayathri,
What I suggest is a Desi version of the Kirkpatrick model. It involves 4 stages:
1. Post-program written feedback - generally gives how the program was liked.
2. Retention of learning: after 6-8 weeks through structured interviews.
3. Changes in attitudes and behavior as collected from participants and their bosses through a questionnaire.
4. Assessing results in tangible terms after implementing the learning on the job.
I know this model has been used in many companies - IT and non-IT, irrespective of the size. It works. We got this implemented in our company through a consultant.
SAHIL
From India, Lucknow
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What I suggest is a Desi version of the Kirkpatrick model. It involves 4 stages:
1. Post-program written feedback - generally gives how the program was liked.
2. Retention of learning: after 6-8 weeks through structured interviews.
3. Changes in attitudes and behavior as collected from participants and their bosses through a questionnaire.
4. Assessing results in tangible terms after implementing the learning on the job.
I know this model has been used in many companies - IT and non-IT, irrespective of the size. It works. We got this implemented in our company through a consultant.
SAHIL
From India, Lucknow
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hi gayathri I have attached a pdf file that i got from the net. Regards Priya
From India, Bangalore
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From India, Bangalore
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thanks dear noopur look for my mail already mailed to you also thank the cite hr community for opportunities to interact like this krishnakumar chennai india
From India, Madras
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From India, Madras
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Hi,
I agree with all of the members. In addition to that, what I feel is the involvement of the participants to some extent in planning the input, if possible, can also help. Many times, the participants/learners may know the input but aren't implementing it, which is the problem.
Think about it.
Regards,
Mrinal
From India, Pune
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I agree with all of the members. In addition to that, what I feel is the involvement of the participants to some extent in planning the input, if possible, can also help. Many times, the participants/learners may know the input but aren't implementing it, which is the problem.
Think about it.
Regards,
Mrinal
From India, Pune
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Hi How to correlate the training effectiveness with employee productivity or organization benefit rather taking survey using set of questionnaire. Warm Regards Vishwa
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Hello Kriss, Please give your mail id.I will get in touch with you through my official id as the net is too slow at my place. Regards Noopur
From India, Mumbai
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From India, Mumbai
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