Dear Friends,
I need to measure gaps for the soft skill training which had happened couple of days back.
Since i am quite new, i need some help in how to measure gaps for soft skill training. So far now i had collected the self appraisal before the training & also the feedback immediately after the training. Moreover how to come to percentage & what scale.
pls pls pls help.
adi
From United States, Rural Hall
26I need to measure gaps for the soft skill training which had happened couple of days back.
Since i am quite new, i need some help in how to measure gaps for soft skill training. So far now i had collected the self appraisal before the training & also the feedback immediately after the training. Moreover how to come to percentage & what scale.
pls pls pls help.
adi
From United States, Rural Hall
Dear Adi,
Implementation of the learning is quite challenging. It is possible provided learning is taken seriously in your organisation.
Soft Skill training programmes do not succeed if there is no follow up from the managers of the participants. Do the managers know what is being taught to their subordinates? Do the managers use the key phrases which were taught to their subordinates in the training programme?
You can do one simple thing. Based on the objectives of the training programme conduct the appraisal of the participants. First let the participants do the self appraisal. Later let the managers of the participants do the appraisal on the same points. The average of the two is would decide the learning outcome of the programme.
If you have any doubts, call me on my mobile.
Thanks,
Dinesh V Divekar
- + 91
dineshdivekar(at)yahoo.com
From India, Bangalore
Implementation of the learning is quite challenging. It is possible provided learning is taken seriously in your organisation.
Soft Skill training programmes do not succeed if there is no follow up from the managers of the participants. Do the managers know what is being taught to their subordinates? Do the managers use the key phrases which were taught to their subordinates in the training programme?
You can do one simple thing. Based on the objectives of the training programme conduct the appraisal of the participants. First let the participants do the self appraisal. Later let the managers of the participants do the appraisal on the same points. The average of the two is would decide the learning outcome of the programme.
If you have any doubts, call me on my mobile.
Thanks,
Dinesh V Divekar
- + 91
dineshdivekar(at)yahoo.com
From India, Bangalore
Dear Dinesh,
Thanx a lot!!! At least someone from the forum replied.
1. I don't see the team leaders getting involved in their subordinates training, where as they agreed with their subordinated self appraisal & training need. For which they were sent for training. The only thing the team leaders say is what kind of training did HR send him and they don't see any change.
2. How do i give the rating? Should it be in grades & then converted to %age? or Do you have questionnair for this purpose.
Thanx again!
adi
From United States, Rural Hall
Thanx a lot!!! At least someone from the forum replied.
1. I don't see the team leaders getting involved in their subordinates training, where as they agreed with their subordinated self appraisal & training need. For which they were sent for training. The only thing the team leaders say is what kind of training did HR send him and they don't see any change.
2. How do i give the rating? Should it be in grades & then converted to %age? or Do you have questionnair for this purpose.
Thanx again!
adi
From United States, Rural Hall
Dear Adi,
Call me on my mobile. Typing the whole thing is little tedious.
Thanks,
DVD
Dear Dinesh,
Thanx a lot!!! At least someone from the forum replied.
1. I don't see the team leaders getting involved in their subordinates training, where as they agreed with their subordinated self appraisal & training need. For which they were sent for training. The only thing the team leaders say is what kind of training did HR send him and they don't see any change.
2. How do i give the rating? Should it be in grades & then converted to %age? or Do you have questionnair for this purpose.
Thanx again!
adi[/quote]
From India, Bangalore
Call me on my mobile. Typing the whole thing is little tedious.
Thanks,
DVD
Dear Dinesh,
Thanx a lot!!! At least someone from the forum replied.
1. I don't see the team leaders getting involved in their subordinates training, where as they agreed with their subordinated self appraisal & training need. For which they were sent for training. The only thing the team leaders say is what kind of training did HR send him and they don't see any change.
2. How do i give the rating? Should it be in grades & then converted to %age? or Do you have questionnair for this purpose.
Thanx again!
adi[/quote]
From India, Bangalore
Hi, The measurement tool will depend on the training conducted. Therefore, what we may have, might not suit your requirement. Pls let me know the course. I will see if I can help.
From India, Madras
From India, Madras
Dear Adi,
Incorporate some activities that can help you assess where your trainees stand at the begining of the session. This should preferably be done after a day when the ice is broken amongst the trainee gropu & the trainer & trainees.
Conduct the same though modified activity again somewhere in the middle of the seesion & finally at the very end. This again will enable you to define & check the effectiveness of your training as well as the skill enhancement in the trainees.
Probably if you mentioned what kind of soft skill training you are conducting & in which industry type, I could give you more details.
Regards
Gogo.
From India, Pune
Incorporate some activities that can help you assess where your trainees stand at the begining of the session. This should preferably be done after a day when the ice is broken amongst the trainee gropu & the trainer & trainees.
Conduct the same though modified activity again somewhere in the middle of the seesion & finally at the very end. This again will enable you to define & check the effectiveness of your training as well as the skill enhancement in the trainees.
Probably if you mentioned what kind of soft skill training you are conducting & in which industry type, I could give you more details.
Regards
Gogo.
From India, Pune
Dear Adi,
Please call me on my mobile - . We both of us are from Bangalore, so calling me should not be a problem to you.
Please do not call me on 16th or 17th Jul 2008 (Thu or Fri) as I will be busy in my training activities.
Thanks,
Dinesh V Divekar
Dear Dinesh,
Thanx a lot!!! At least someone from the forum replied.
1. I don't see the team leaders getting involved in their subordinates training, where as they agreed with their subordinated self appraisal & training need. For which they were sent for training. The only thing the team leaders say is what kind of training did HR send him and they don't see any change.
2. How do i give the rating? Should it be in grades & then converted to %age? or Do you have questionnair for this purpose.
Thanx again!
adi[/quote]
From India, Bangalore
Please call me on my mobile - . We both of us are from Bangalore, so calling me should not be a problem to you.
Please do not call me on 16th or 17th Jul 2008 (Thu or Fri) as I will be busy in my training activities.
Thanks,
Dinesh V Divekar
Dear Dinesh,
Thanx a lot!!! At least someone from the forum replied.
1. I don't see the team leaders getting involved in their subordinates training, where as they agreed with their subordinated self appraisal & training need. For which they were sent for training. The only thing the team leaders say is what kind of training did HR send him and they don't see any change.
2. How do i give the rating? Should it be in grades & then converted to %age? or Do you have questionnair for this purpose.
Thanx again!
adi[/quote]
From India, Bangalore
Dear Friends,
these are some of the trainings which are being conducted in my org. If anyone do have any measuring tool do forward.
1 Time Management
2 Team Work
3 Presentation Skill
4 Office ettiquette/Decorum
5 Managerial Effectiveness
6 Negotiation Skill
7 Interpersonal Relationship
8 Performance Appraisal
9 Counselling
10 Problem Solving
11 Conflict resolution
12 Communication: Verbal
13 Communication: Business
thanx thanx thanx
adi
From United States, Rural Hall
these are some of the trainings which are being conducted in my org. If anyone do have any measuring tool do forward.
1 Time Management
2 Team Work
3 Presentation Skill
4 Office ettiquette/Decorum
5 Managerial Effectiveness
6 Negotiation Skill
7 Interpersonal Relationship
8 Performance Appraisal
9 Counselling
10 Problem Solving
11 Conflict resolution
12 Communication: Verbal
13 Communication: Business
thanx thanx thanx
adi
From United States, Rural Hall
Do not take instant feedbacks as they will be of no use.
Give your trainees some activities related to their work which needs the use of the skills they have acquired in training.
Take the feedback after this & take care to see that they are not expected to write their names on the feedback sheet.Incase you need to keep a track of whether they have all given their feedbacks you could take a sign off from them.
The feedback should be taken after you address them & inform them that this is to improve the training hence they should be candid about it.
This is one of the most effective forms of gap & need analysis.
Then you could keep an eye on their performance with the help of their managers (probably provide them with a set of guidelines which they need to go by while monitoring their team member's performance).
After the stipulated period you could conduct a review with the managers & the gaps will be automatically identified.
Hope this helps.
Regards
Gogo
From India, Pune
Give your trainees some activities related to their work which needs the use of the skills they have acquired in training.
Take the feedback after this & take care to see that they are not expected to write their names on the feedback sheet.Incase you need to keep a track of whether they have all given their feedbacks you could take a sign off from them.
The feedback should be taken after you address them & inform them that this is to improve the training hence they should be candid about it.
This is one of the most effective forms of gap & need analysis.
Then you could keep an eye on their performance with the help of their managers (probably provide them with a set of guidelines which they need to go by while monitoring their team member's performance).
After the stipulated period you could conduct a review with the managers & the gaps will be automatically identified.
Hope this helps.
Regards
Gogo
From India, Pune
Dear friends,
I am working on a comcept called self managed teams. For that purpose i wanted to have an idea on how can i go about with the skill development/ skill enhancement part. What are the various measure that i can use. If you havre anf idea / document related to multiskilling or skill enhancement please help.
Eagerly waiting for your reply......
Regards
Swati:huh:
From India, Chandigarh
I am working on a comcept called self managed teams. For that purpose i wanted to have an idea on how can i go about with the skill development/ skill enhancement part. What are the various measure that i can use. If you havre anf idea / document related to multiskilling or skill enhancement please help.
Eagerly waiting for your reply......
Regards
Swati:huh:
From India, Chandigarh
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