Hi All,
I have recently conducted an in-house training program on soft skills in my company. I am quite confused about the terminologies of feedback/evaluation and the effectiveness of the training program and when it should be assessed.
When should the training feedback be obtained from the participants? How and when should the effectiveness of the training program be measured? What is the purpose of gathering feedback and evaluating the effectiveness of the training program? How does it contribute to improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Nagpur
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1I have recently conducted an in-house training program on soft skills in my company. I am quite confused about the terminologies of feedback/evaluation and the effectiveness of the training program and when it should be assessed.
When should the training feedback be obtained from the participants? How and when should the effectiveness of the training program be measured? What is the purpose of gathering feedback and evaluating the effectiveness of the training program? How does it contribute to improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Nagpur
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Dear Lubna,
The quality of your questions shows that you are yet to become familiar with the basics of corporate training. You could have done a little homework before taking on the training assignment. Anyway, click the following links to refer to my replies to past posts:
[Post-training Evaluation](https://www.citehr.com/189245-evaluating-effectiveness-training.html#post839291)
[Measuring Training Effectiveness](https://www.citehr.com/311628-measuring-technical-training-effectivness.html#post1411484)
My views are a little straightforward, but your questions have appalled me. Since you asked for "guidance," I have given my views. At times, to guide somebody, one cannot stop from pulling punches.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
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The quality of your questions shows that you are yet to become familiar with the basics of corporate training. You could have done a little homework before taking on the training assignment. Anyway, click the following links to refer to my replies to past posts:
[Post-training Evaluation](https://www.citehr.com/189245-evaluating-effectiveness-training.html#post839291)
[Measuring Training Effectiveness](https://www.citehr.com/311628-measuring-technical-training-effectivness.html#post1411484)
My views are a little straightforward, but your questions have appalled me. Since you asked for "guidance," I have given my views. At times, to guide somebody, one cannot stop from pulling punches.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
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Hi Trg feedback is taken at end of training session from the participants. Trg effectiveness is how the trg has helped the participants improve in their job role. Rgds
From India, Madras
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From India, Madras
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Hi Lubna,
The process for any soft-skills (or, for that matter, any training) is as follows:
1. Training Need Analysis (TNA)
2. Training Content streamlining, based on TNA & Participant profile.
3. Training conduct
4. Feedback on trainer/training
5. Post-training feedback on efficacy
The Training Efficacy feedback should ideally be taken after 2-4 weeks of the soft-skills training. This ensures the actual implementation of the training tips by the participants. It is important for the participants to provide logical feedback only once they have had the opportunity to put to use the training.
The feedback received will be helpful in tweaking the future programs and making suitable changes for the concerned audience or others.
The feedback form needs to be carefully designed with open and closed-ended questions. Feedback from supervisors (to the participants) must also be received for optimal understanding.
For any further clarity, you may reach us at 7600 915217 or director(at)focusinstitute(dot)co(dot)in
Regards,
Mohit
I have recently conducted an in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and the effectiveness of the training program and when they should be assessed.
When should the training feedback be collected from the participants? How and when should the effectiveness of the training program be measured?
What is the purpose of collecting feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Mumbai
Acknowledge(0)Amend(0)
The process for any soft-skills (or, for that matter, any training) is as follows:
1. Training Need Analysis (TNA)
2. Training Content streamlining, based on TNA & Participant profile.
3. Training conduct
4. Feedback on trainer/training
5. Post-training feedback on efficacy
The Training Efficacy feedback should ideally be taken after 2-4 weeks of the soft-skills training. This ensures the actual implementation of the training tips by the participants. It is important for the participants to provide logical feedback only once they have had the opportunity to put to use the training.
The feedback received will be helpful in tweaking the future programs and making suitable changes for the concerned audience or others.
The feedback form needs to be carefully designed with open and closed-ended questions. Feedback from supervisors (to the participants) must also be received for optimal understanding.
For any further clarity, you may reach us at 7600 915217 or director(at)focusinstitute(dot)co(dot)in
Regards,
Mohit
I have recently conducted an in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and the effectiveness of the training program and when they should be assessed.
When should the training feedback be collected from the participants? How and when should the effectiveness of the training program be measured?
What is the purpose of collecting feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Mumbai
Acknowledge(0)Amend(0)
Overview -
Top performing organizations are in a constant need to build highly motivated and a self directed team of professionals. We at Soft Skills World provide a stack of training solutions that can help your organization build these competencies.
We achieve this through specific behavioural and functional training interventions. Our training programs offer value by helping individuals apply concepts to complex business situations, hence increasing productivity and efficiencies at work. Our time tested training methodologies are based on the principles of adult learning.
Soft Skills World helps individuals align themselves to the organisation’s goals & acquire skills to augment their effectiveness, thus improving bottom lines and enhancing their career.
Our team of trainers is a prominent mix of academicians, industry experts and widely experienced ‘Facilitators who provide our clients with cutting edge services and solutions.
Training Approach -
Identification
We look at training need identification as the most important part of the Client Engagement Process. Our advisors and research team through its expert panel of consultants, develops an effective and efficient TNA (Training Need Analysis) process. We invest considerable time and efforts in understanding and identification of learners’ needs and defining alignment between training needs and business objectives. Varying with your organizational needs, budget and time factor, we adopt different tools like questionnaires, focus group techniques, observation tools, data analysis or a combination of these.
Implementation
At Soft Skills World we believe in the experiential training approach. We seek to encourage autonomy and empowerment in individuals through case studies, assignments, role-plays, games and exercises, simulations and ‘Action Plans’ in order to ensure practical and measured applications at the workplace.
Value creation
This is the most significant aspect of training wherein the actual benefit from the training is realized. We employ tools like questionnaires, 360° Feedback and collective data analysis to evaluate the training impact at 3 different levels: Reaction, Learning, and Action. This helps the organization realize the efficacy of the training intervention. These tools help the organization evaluate and retain individuals based on their core competencies.
Training Roadmap
Our training process is an iterative one, in which we constantly evolve for our clients. As businesses are dynamic so are the needs of the intervention. At Soft Skills World, our thrust is on offering that dynamism to your organization. Hence a high level of customization is done starting from the needs assessment to the delivery. This process involves all levels of our training research team giving you the highest value for your requirements.
Soft Skills World Training Solutions follows a unique approach to training. We see training from the perspective of a business case and try to get to the root of the problem. The focus is on the development of a strategic direction for the client. Once this direction is determined, the rest falls into place.
This roadmap enables Soft Skills World Training Solutions to provide a holistic, comprehensive solution that takes into account the client’s unique culture, background, etc.
Instructional Design
Our training methodology ensures that the module – it’s objectives, methods and materials – take into account the unique experiences of the participants. In this way learning is participant-centered, with the trainer assuming the role of a ‘facilitator’– someone who guides and supports the participants through their learning experiences.
From India, Lucknow
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Top performing organizations are in a constant need to build highly motivated and a self directed team of professionals. We at Soft Skills World provide a stack of training solutions that can help your organization build these competencies.
We achieve this through specific behavioural and functional training interventions. Our training programs offer value by helping individuals apply concepts to complex business situations, hence increasing productivity and efficiencies at work. Our time tested training methodologies are based on the principles of adult learning.
Soft Skills World helps individuals align themselves to the organisation’s goals & acquire skills to augment their effectiveness, thus improving bottom lines and enhancing their career.
Our team of trainers is a prominent mix of academicians, industry experts and widely experienced ‘Facilitators who provide our clients with cutting edge services and solutions.
Training Approach -
Identification
We look at training need identification as the most important part of the Client Engagement Process. Our advisors and research team through its expert panel of consultants, develops an effective and efficient TNA (Training Need Analysis) process. We invest considerable time and efforts in understanding and identification of learners’ needs and defining alignment between training needs and business objectives. Varying with your organizational needs, budget and time factor, we adopt different tools like questionnaires, focus group techniques, observation tools, data analysis or a combination of these.
Implementation
At Soft Skills World we believe in the experiential training approach. We seek to encourage autonomy and empowerment in individuals through case studies, assignments, role-plays, games and exercises, simulations and ‘Action Plans’ in order to ensure practical and measured applications at the workplace.
Value creation
This is the most significant aspect of training wherein the actual benefit from the training is realized. We employ tools like questionnaires, 360° Feedback and collective data analysis to evaluate the training impact at 3 different levels: Reaction, Learning, and Action. This helps the organization realize the efficacy of the training intervention. These tools help the organization evaluate and retain individuals based on their core competencies.
Training Roadmap
Our training process is an iterative one, in which we constantly evolve for our clients. As businesses are dynamic so are the needs of the intervention. At Soft Skills World, our thrust is on offering that dynamism to your organization. Hence a high level of customization is done starting from the needs assessment to the delivery. This process involves all levels of our training research team giving you the highest value for your requirements.
Soft Skills World Training Solutions follows a unique approach to training. We see training from the perspective of a business case and try to get to the root of the problem. The focus is on the development of a strategic direction for the client. Once this direction is determined, the rest falls into place.
This roadmap enables Soft Skills World Training Solutions to provide a holistic, comprehensive solution that takes into account the client’s unique culture, background, etc.
Instructional Design
Our training methodology ensures that the module – it’s objectives, methods and materials – take into account the unique experiences of the participants. In this way learning is participant-centered, with the trainer assuming the role of a ‘facilitator’– someone who guides and supports the participants through their learning experiences.
From India, Lucknow
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Dear Mr. RR Saha,
Your reply is lengthy but lacks in addressing the queries raised by the poster. The essence of the response is missing. I am a little surprised to discover this oversight coming from someone who promotes training services.
[DVD]
From India, Bangalore
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Your reply is lengthy but lacks in addressing the queries raised by the poster. The essence of the response is missing. I am a little surprised to discover this oversight coming from someone who promotes training services.
[DVD]
From India, Bangalore
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Post-training evaluation is to find out how the training went, what impression it created on the minds of the participants, how they received and perceived it. In short, it is the assessment of the training by participants.
Training effectiveness refers to the results or impact of training in the workplace. It determines whether the training was useful, and if so, how it was beneficial. The results can be seen in the workplace: staff being punctual, more disciplined, speaking to customers with courtesy and politeness, working with a spirit of service, listening without arguing, etc. If these changes are visible, then the training is deemed effective, having fulfilled its purpose. In essence, it assesses whether there has been a change in the behavior of the staff or if their performance effectiveness has increased at the workplace, leading to their contribution to the organization's profits.
M.J. Subramanyam, Bangalore
From India, Bangalore
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Training effectiveness refers to the results or impact of training in the workplace. It determines whether the training was useful, and if so, how it was beneficial. The results can be seen in the workplace: staff being punctual, more disciplined, speaking to customers with courtesy and politeness, working with a spirit of service, listening without arguing, etc. If these changes are visible, then the training is deemed effective, having fulfilled its purpose. In essence, it assesses whether there has been a change in the behavior of the staff or if their performance effectiveness has increased at the workplace, leading to their contribution to the organization's profits.
M.J. Subramanyam, Bangalore
From India, Bangalore
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