Hii, I have done the Training Need Analysis of our company employees, out of which I have found employees are lacking in Coordination , Observation & Decision Planning skills.For which I am going to arrange the sessions also.
As this training is going to link with performance appraisal of employee.Hence, I want to design the Training Feedback Form for all these topics for measuring the effectiveness.Suggest me how should I design on these topics?
From India, Mumbai
2As this training is going to link with performance appraisal of employee.Hence, I want to design the Training Feedback Form for all these topics for measuring the effectiveness.Suggest me how should I design on these topics?
From India, Mumbai
Hii, I required the questionnaire for measuring training effectiveness on following skills - 1) Coordination, 2) Observation, 3) Planning & 4) Decision.Kindly share me. Regards, Harshini.
From India, Mumbai
From India, Mumbai
Dear Harshini,
You may measure the training effectiveness under the following parameters:
1) Coordination: - Training effectiveness can be measured on the following counts:
a) Reduction in consumption of resources because of improved coordination or
b) Reduction in process turnaround time due to improved coordination in the department or between/amongst the departments.
2) Observation: - You cannot conduct the training on observation as such. However, visual inspection is an important activity in quality management. Training effectiveness can be measured by measuring the number of non-compliances detected in visual inspection after the training.
3) Planning: - Training effectiveness can be measured on the following counts:
a) Reduction in time overrun of the projects after the training and
b)Reduction in cost overrun of the projects after the training.
4) Decision-making skills: - Training effectiveness can be measured by:
a) Improved the index of decisiveness after the training
b) Reduction in cost of poor decisions after the training
Final comments: - You could have given little more information about yourself like your designation, nature of your industry etc. Training effectiveness cannot be measured because of the faulty Training Needs Analysis (TNA). Anyway, you have thought of measurement of the training effectiveness well at the time of TNA itself. It is appreciable. Before conducting the training, you must design a goal statement for each training that has measurable and tangible part. What needs to be increased or decreased must be told to the participants well before they enter the training hall. They also should be told when the measure of training effectiveness will be done, how it will be done and what could happen if the training did not give satisfactory results.
Thanks,
Dinesh Divekar
From India, Bangalore
You may measure the training effectiveness under the following parameters:
1) Coordination: - Training effectiveness can be measured on the following counts:
a) Reduction in consumption of resources because of improved coordination or
b) Reduction in process turnaround time due to improved coordination in the department or between/amongst the departments.
2) Observation: - You cannot conduct the training on observation as such. However, visual inspection is an important activity in quality management. Training effectiveness can be measured by measuring the number of non-compliances detected in visual inspection after the training.
3) Planning: - Training effectiveness can be measured on the following counts:
a) Reduction in time overrun of the projects after the training and
b)Reduction in cost overrun of the projects after the training.
4) Decision-making skills: - Training effectiveness can be measured by:
a) Improved the index of decisiveness after the training
b) Reduction in cost of poor decisions after the training
Final comments: - You could have given little more information about yourself like your designation, nature of your industry etc. Training effectiveness cannot be measured because of the faulty Training Needs Analysis (TNA). Anyway, you have thought of measurement of the training effectiveness well at the time of TNA itself. It is appreciable. Before conducting the training, you must design a goal statement for each training that has measurable and tangible part. What needs to be increased or decreased must be told to the participants well before they enter the training hall. They also should be told when the measure of training effectiveness will be done, how it will be done and what could happen if the training did not give satisfactory results.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank You.Can u share me the sample of feedback form for this. Regards, Harshini.
From India, Mumbai
From India, Mumbai
Dear Harishini,
There is a limit to which you should be asking for spoon feeding! With the inputs given in my previous reply, why you cannot design the feedback form on your own? Your inability to design the form raises questions on your competence to work in training department!
Please note that the senior members of this forum are not paid consultants. The time that we spent in guiding the juniors itself speaks of our selflessness. But then juniors should not take the seniors for granted!
Thanks,
Dinesh Divekar
From India, Bangalore
There is a limit to which you should be asking for spoon feeding! With the inputs given in my previous reply, why you cannot design the feedback form on your own? Your inability to design the form raises questions on your competence to work in training department!
Please note that the senior members of this forum are not paid consultants. The time that we spent in guiding the juniors itself speaks of our selflessness. But then juniors should not take the seniors for granted!
Thanks,
Dinesh Divekar
From India, Bangalore
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How to Manage Training - A Guide to Design and Delivery for High Performance.[20 03.ISBN08144077 9.zip
INDUCTION & TRAINING FEEDBACK FORM1.xls
Certification in Behavioural Training Design.pdf