What are the best ways to collect feedback or information from all the employees? And what are the best ways to conduct training and development in a company with more than 500 employees? Kindly suggest.
From India, Delhi
Acknowledge(0)
Amend(0)
23From India, Delhi
Acknowledge(0)Amend(0)
Dear Richa Kumari1107,
Feedback collection can be done through a questionnaire (it can be verbal or written) on the training provided. Training for a team size of 500 should be done in phased manners covering all as per the convenience of the trainer and time availability of the workforce. It can be either a classroom setting involving lectures, pictorial descriptions, or video presentations. Involving a large number at a time is always disruptive for the trainer, so split them into groups and collect feedback separately for further programs, understanding, and effectiveness.
From India, Hyderabad
Acknowledge(0)Amend(0)
Feedback collection can be done through a questionnaire (it can be verbal or written) on the training provided. Training for a team size of 500 should be done in phased manners covering all as per the convenience of the trainer and time availability of the workforce. It can be either a classroom setting involving lectures, pictorial descriptions, or video presentations. Involving a large number at a time is always disruptive for the trainer, so split them into groups and collect feedback separately for further programs, understanding, and effectiveness.
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Richa Kumari1107,
One of the best ways to collect feedback is to create your own training feedback format. Try to structure the questions/statements on a 5-point rating scale so that you can analyze the feedback later. You can then provide this feedback form to the trainee at the conclusion of the session.
If the number of participants/trainees is high (e.g., 500), it is advisable to divide them into batches or groups. The standard practice is to have 20-30 participants in each group and enroll them for the training accordingly.
Thank you.
From India, Patna
Acknowledge(0)Amend(0)
One of the best ways to collect feedback is to create your own training feedback format. Try to structure the questions/statements on a 5-point rating scale so that you can analyze the feedback later. You can then provide this feedback form to the trainee at the conclusion of the session.
If the number of participants/trainees is high (e.g., 500), it is advisable to divide them into batches or groups. The standard practice is to have 20-30 participants in each group and enroll them for the training accordingly.
Thank you.
From India, Patna
Acknowledge(0)Amend(0)
Dear Richa,
When you ask about "feedback," are you referring to the feedback taken at the end of the training program? Why would you like to restrict yourself to collecting feedback only after the training? Do you believe that the training process ends there?
Regardless of whether you collect feedback or not, what is crucial is the extent to which the training program instigates change. Therefore, what you require is not just feedback but a report from the attendees after six months or a year on how they implemented the knowledge and whether any ratios increased or decreased, if any costs were reduced, etc.
If your query pertains to pre-training feedback or information, then you should focus on the various ratios and costs associated with your business. Your training efforts need to be aimed at effecting changes in these ratios or reducing costs.
I have previously provided a comprehensive response regarding employee training in the following post: https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
When you ask about "feedback," are you referring to the feedback taken at the end of the training program? Why would you like to restrict yourself to collecting feedback only after the training? Do you believe that the training process ends there?
Regardless of whether you collect feedback or not, what is crucial is the extent to which the training program instigates change. Therefore, what you require is not just feedback but a report from the attendees after six months or a year on how they implemented the knowledge and whether any ratios increased or decreased, if any costs were reduced, etc.
If your query pertains to pre-training feedback or information, then you should focus on the various ratios and costs associated with your business. Your training efforts need to be aimed at effecting changes in these ratios or reducing costs.
I have previously provided a comprehensive response regarding employee training in the following post: https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear sir,
Thank you so much for the best suggestion. I tried visiting the mentioned web link regarding employee training, but it was showing that the content has been moved to another location or has been removed. I request you to share another link if available.
Coming to your question, "Feedback," here I want to know how I can collect feedback from employees regarding the management, pre-training (depending on the requirement), and post-training as well (whether it was helpful or not). Also, I want to know whether a one-to-one meeting with HR is helpful or not? If yes, what should be the time period to conduct it (monthly/quarterly/yearly)?
From India, Delhi
Acknowledge(0)Amend(0)
Thank you so much for the best suggestion. I tried visiting the mentioned web link regarding employee training, but it was showing that the content has been moved to another location or has been removed. I request you to share another link if available.
Coming to your question, "Feedback," here I want to know how I can collect feedback from employees regarding the management, pre-training (depending on the requirement), and post-training as well (whether it was helpful or not). Also, I want to know whether a one-to-one meeting with HR is helpful or not? If yes, what should be the time period to conduct it (monthly/quarterly/yearly)?
From India, Delhi
Acknowledge(0)Amend(0)
Dear Richa,
You mentioned that the link provided is not working. However, when I clicked on it, I found that it was indeed functional. In any case, you can access the following link to refer to my response posted at post No. 2: https://www.citehr.com/523786-traini...ml#post2222367
You should identify critical issues related to your operations or production, quality concerns, customer satisfaction issues, and then conduct training to address these issues. Therefore, before initiating the training, ensure that your training efforts are focused on:
a) Increasing Customer Satisfaction Index or reducing customer complaints
b) Decreasing process turnaround time for specific processes
c) Reducing resource consumption
d) Modifying certain ratios
There is no necessity to inquire whether the training was beneficial to the participants. If the training is aimed at resolving business or operational challenges, the question of the training's effectiveness does not arise.
If you have any further questions, please do not hesitate to contact me.
Thanks,
*Dinesh Divekar*
From India, Bangalore
Acknowledge(0)Amend(0)
You mentioned that the link provided is not working. However, when I clicked on it, I found that it was indeed functional. In any case, you can access the following link to refer to my response posted at post No. 2: https://www.citehr.com/523786-traini...ml#post2222367
You should identify critical issues related to your operations or production, quality concerns, customer satisfaction issues, and then conduct training to address these issues. Therefore, before initiating the training, ensure that your training efforts are focused on:
a) Increasing Customer Satisfaction Index or reducing customer complaints
b) Decreasing process turnaround time for specific processes
c) Reducing resource consumption
d) Modifying certain ratios
There is no necessity to inquire whether the training was beneficial to the participants. If the training is aimed at resolving business or operational challenges, the question of the training's effectiveness does not arise.
If you have any further questions, please do not hesitate to contact me.
Thanks,
*Dinesh Divekar*
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Training and Development.doc
Special Issues in Training and Development - PPT 10.ppt