Dear HR Fraternity,
I have fair expertise in implementing ISO 9001:2000 Principles. I would like to hear from the team if I can help solve any queries in implementing ISO 9001 principles.
With regards,
From India, Delhi
1I have fair expertise in implementing ISO 9001:2000 Principles. I would like to hear from the team if I can help solve any queries in implementing ISO 9001 principles.
With regards,
From India, Delhi
Thanks Sir,
I am working in a ISO 9000 company as HR In charge. But i want to know about evaluation training as per ISO norms.
Also share any templates if you have for evaluation of training.
Regards
Rahul
From India, Bangalore
I am working in a ISO 9000 company as HR In charge. But i want to know about evaluation training as per ISO norms.
Also share any templates if you have for evaluation of training.
Regards
Rahul
From India, Bangalore
Dear Mr. Rahul,
I understand that you would like to know how to evaluate the training program. Please find below some info.
For effective training and learning evaluation, the principal significant questions should be:
To what extent were the identified training needs objectives achieved by the programme?
To what extent were the learners' objectives achieved?
What specifically did the learners learn or be usefully reminded of?
What commitment have the learners made about the learning they are going to implement on their return to work?
And back at work,
How successful were the trainees in implementing their action plans?
To what extent were they supported in this by their line managers?
To what extent has the action listed above achieved a Return on Investment (ROI) for the organization, either in terms of identified objectives satisfaction or, where possible, a monetary assessment.
Organizations commonly fail to perform these evaluation processes, especially where:
The HR department and trainers, do not have sufficient time to do so, and/or
The HR department does not have sufficient resources - people and money - to do so.
Obviously the evaluation cloth must be cut according to available resources (and the culture atmosphere), which tend to vary substantially from one organization to another. The fact remains that good methodical evaluation produces a good reliable data; conversely, where little evaluation is performed, little is ever known about the effectiveness of the training.
Evaluation of training
There are the two principal factors which need to be resolved:
Who is responsible for the validation and evaluation processes?
What resources of time, people and money are available for validation/evaluation purposes? (Within this, consider the effect of variation to these, for instance an unexpected cut in budget or manpower. In other words anticipate and plan contingency to deal with variation.)
Do let me have your feedback on the info. I have provided. If this suffice your req. I still believe that you have to implement and then understand how effective it is.
With regards,
Ravikanth Balijapalli
From India, Delhi
I understand that you would like to know how to evaluate the training program. Please find below some info.
For effective training and learning evaluation, the principal significant questions should be:
To what extent were the identified training needs objectives achieved by the programme?
To what extent were the learners' objectives achieved?
What specifically did the learners learn or be usefully reminded of?
What commitment have the learners made about the learning they are going to implement on their return to work?
And back at work,
How successful were the trainees in implementing their action plans?
To what extent were they supported in this by their line managers?
To what extent has the action listed above achieved a Return on Investment (ROI) for the organization, either in terms of identified objectives satisfaction or, where possible, a monetary assessment.
Organizations commonly fail to perform these evaluation processes, especially where:
The HR department and trainers, do not have sufficient time to do so, and/or
The HR department does not have sufficient resources - people and money - to do so.
Obviously the evaluation cloth must be cut according to available resources (and the culture atmosphere), which tend to vary substantially from one organization to another. The fact remains that good methodical evaluation produces a good reliable data; conversely, where little evaluation is performed, little is ever known about the effectiveness of the training.
Evaluation of training
There are the two principal factors which need to be resolved:
Who is responsible for the validation and evaluation processes?
What resources of time, people and money are available for validation/evaluation purposes? (Within this, consider the effect of variation to these, for instance an unexpected cut in budget or manpower. In other words anticipate and plan contingency to deal with variation.)
Do let me have your feedback on the info. I have provided. If this suffice your req. I still believe that you have to implement and then understand how effective it is.
With regards,
Ravikanth Balijapalli
From India, Delhi
Hi ravikanth46
Very comprehensive and nice though what is urgent and what is important can sometimes be consfusing.
Best rgs
If you want to do more info, you also visit at: ISO 9001 questions
Best rgs
From Vietnam, Bac Ninh
Very comprehensive and nice though what is urgent and what is important can sometimes be consfusing.
Best rgs
If you want to do more info, you also visit at: ISO 9001 questions
Best rgs
From Vietnam, Bac Ninh
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