Dear All,
As i have joined my new assignment (in HR department) with a manufacturing company and i am facing some problem to calculate the effectiveness of the training.
My organization wants to know the effectiveness of the training in %.
request all of you to please guide me that how can i calculate the effectiveness of the training in percentage (%) ??
Thanks !!
Amit Malhotra
From India, Gurgaon
2As i have joined my new assignment (in HR department) with a manufacturing company and i am facing some problem to calculate the effectiveness of the training.
My organization wants to know the effectiveness of the training in %.
request all of you to please guide me that how can i calculate the effectiveness of the training in percentage (%) ??
Thanks !!
Amit Malhotra
From India, Gurgaon
Dear Amit,
Measurement of training effectiveness requires tremendous organisational research. Yes, I am using the word "research". Usage of the word "study" would be little milder. You need to do research on leakage or consumption of excess resources. Training is required to curtail that extra consumption or maintain certain level of consumption.
I have been giving my comments on measurement of training effectiveness time and again. You may click the following links to refer those:
#post2015092
#post1969910
https://www.citehr.com/311628-measur...ml#post1411484
(though this is related to technical training, the comments are useful to behavioural training as well)
https://www.citehr.com/119766-kirkpa...tml#post758770
https://www.citehr.com/171892-honeym...tml#post743051
https://www.citehr.com/137807-parame...tml#post712618
https://www.citehr.com/479129-how-ge...ml#post2112781
https://www.citehr.com/336611-roi-ca...ml#post1552221
https://www.citehr.com/423763-evalua...ml#post2149785
All the best!
Dinesh V Divekar
From India, Bangalore
Measurement of training effectiveness requires tremendous organisational research. Yes, I am using the word "research". Usage of the word "study" would be little milder. You need to do research on leakage or consumption of excess resources. Training is required to curtail that extra consumption or maintain certain level of consumption.
I have been giving my comments on measurement of training effectiveness time and again. You may click the following links to refer those:
#post2015092
#post1969910
https://www.citehr.com/311628-measur...ml#post1411484
(though this is related to technical training, the comments are useful to behavioural training as well)
https://www.citehr.com/119766-kirkpa...tml#post758770
https://www.citehr.com/171892-honeym...tml#post743051
https://www.citehr.com/137807-parame...tml#post712618
https://www.citehr.com/479129-how-ge...ml#post2112781
https://www.citehr.com/336611-roi-ca...ml#post1552221
https://www.citehr.com/423763-evalua...ml#post2149785
All the best!
Dinesh V Divekar
From India, Bangalore
Thank you so much sir for your kind act but i was looking the formula to calculate the effectiveness of the training in % after taking a post test scores of the participants.
From India, Gurgaon
From India, Gurgaon
Dear Amit,
It appears that you have not read contents of all the links given in my previous post. There is no formula as such. You need to calculate ops expenditure before the training and after the training. Subtraction is the effectiveness of the training.
Calculation of Ops expenditure on various counts is no easy. This is where maturity of the organisation in general and training professional in particular comes in picture.
All the best!
Dinesh Divekar
From India, Bangalore
It appears that you have not read contents of all the links given in my previous post. There is no formula as such. You need to calculate ops expenditure before the training and after the training. Subtraction is the effectiveness of the training.
Calculation of Ops expenditure on various counts is no easy. This is where maturity of the organisation in general and training professional in particular comes in picture.
All the best!
Dinesh Divekar
From India, Bangalore
Dear Amit,
The formula is very simple but to calculate the sheer profit that happened due to training is something very difficult to quantify:
Training Cost= X
Business Opportunity Lost Cost = Y
Increase in Profit = Z
Net Profit % =
(Z-(X+Y)/Z) X 100
Obviously, time is a variable here and is adjusted depending upon the type of training.
For more information, feel free to drop in a mail... I don't know the nature of business of your company but for a Sales Portfolio, I was able to provide a ROI (Return on Investment) Calculator to one of my clients..
From India, Delhi
The formula is very simple but to calculate the sheer profit that happened due to training is something very difficult to quantify:
Training Cost= X
Business Opportunity Lost Cost = Y
Increase in Profit = Z
Net Profit % =
(Z-(X+Y)/Z) X 100
Obviously, time is a variable here and is adjusted depending upon the type of training.
For more information, feel free to drop in a mail... I don't know the nature of business of your company but for a Sales Portfolio, I was able to provide a ROI (Return on Investment) Calculator to one of my clients..
From India, Delhi
Dear All,
We are planning training sesion on the the following . Please help me with any PPT on the following topics . Any Quotes in PPT format will also serve the purpose.
Any ppts on the mentioned topics with linkages to videos, facts, stories –examples of each of the dimensions :-
SOCIAL WELLNESS
EMOTIONAL WELLNESS
INTELLECTUAL WELLNESS
ENVIRONMENTAL WELLNESS
OCCUPATIONAL WELLNESS
SPIRITUAL WELLNESS
Regards,
Somnath
From India
We are planning training sesion on the the following . Please help me with any PPT on the following topics . Any Quotes in PPT format will also serve the purpose.
Any ppts on the mentioned topics with linkages to videos, facts, stories –examples of each of the dimensions :-
SOCIAL WELLNESS
EMOTIONAL WELLNESS
INTELLECTUAL WELLNESS
ENVIRONMENTAL WELLNESS
OCCUPATIONAL WELLNESS
SPIRITUAL WELLNESS
Regards,
Somnath
From India
Dear Amit,
It all depends on your capability and needs of the top management.On this basis you can use some of these formula:
1.benefit or profit/cost
2.return on investment:benefits of quality,quantity or customer benefit/total training investment
3.qualitative feedback by supervisors
4.qualitative feedback by trainee on quality and input of training and training management.
I trust you will find it useful.
Dr. sibram
From India, Mumbai
It all depends on your capability and needs of the top management.On this basis you can use some of these formula:
1.benefit or profit/cost
2.return on investment:benefits of quality,quantity or customer benefit/total training investment
3.qualitative feedback by supervisors
4.qualitative feedback by trainee on quality and input of training and training management.
I trust you will find it useful.
Dr. sibram
From India, Mumbai
Some of the Key Performance Indicators shall be the trend of customer and employee satisfactions
Improvement in the quality of the deliverables
Ability of the employee to increase their performance and productivity
Increase employee retention, and increased productivity
Achieve higher growth for the organization through the above
From United Kingdom, Reading
Improvement in the quality of the deliverables
Ability of the employee to increase their performance and productivity
Increase employee retention, and increased productivity
Achieve higher growth for the organization through the above
From United Kingdom, Reading
To know effectiveness of training you need to know where you want to take action. Consider that your quality Pareto chart for the month of June - 17 it shows spot 100, tear 50, dust 200
Take a training session on spot 100 then compare the Pareto Chart of July it shows spot 50. It means effectiveness of training is 50% on spot
I hope you understand it.
From Bangladesh
Take a training session on spot 100 then compare the Pareto Chart of July it shows spot 50. It means effectiveness of training is 50% on spot
I hope you understand it.
From Bangladesh
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Innovative Model to Calculate Return on Training Investment.pdf
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