Do you believe that all trainings imparted are mesurable? Please support with examples.
From India, Mumbai
From India, Mumbai
Dear Valerie,
It depends on the subject modules. Not all the training modules are measurable. Personality Development, Business Etiquettes are quite difficult to measure.
By the way how many training professionals know how to measure what is measurable? This topic in itself is quite good for debate.
Ok...
Dinesh V Divekar
From India, Bangalore
7884It depends on the subject modules. Not all the training modules are measurable. Personality Development, Business Etiquettes are quite difficult to measure.
By the way how many training professionals know how to measure what is measurable? This topic in itself is quite good for debate.
Ok...
Dinesh V Divekar
From India, Bangalore
Dear Valerie,
Mr.Dinesh is right. It depends on the subject and the very purpose of organising the training.
Training for just training sake may not be measurable. But training with a purpose is always measurable.
I can give you very many examples from my field i.e.industrial safety. Safety training to deal with an immediately dangerous to life and dealth(IDLH) situation - say working in an oxygen difficient atmosphere. The participents are put to test. The result is measurable. We need 100% understanding. Not 99%. For lack of 1% may invite death warrent
Go to another simple example : Training to use an ordinary first aid fire extinguisher. If a person is not trained he can not use it effectively. There were cases of untrained people throwing fire extinguishers in to fires. But if trained for once they may not have committed such blunders. Conduct training to use fire extinguishers with live demonstrations and the result will be measurable for every one will just operate it perfectly.
Regards,
Kesava Pillai
From India, Kollam
Mr.Dinesh is right. It depends on the subject and the very purpose of organising the training.
Training for just training sake may not be measurable. But training with a purpose is always measurable.
I can give you very many examples from my field i.e.industrial safety. Safety training to deal with an immediately dangerous to life and dealth(IDLH) situation - say working in an oxygen difficient atmosphere. The participents are put to test. The result is measurable. We need 100% understanding. Not 99%. For lack of 1% may invite death warrent
Go to another simple example : Training to use an ordinary first aid fire extinguisher. If a person is not trained he can not use it effectively. There were cases of untrained people throwing fire extinguishers in to fires. But if trained for once they may not have committed such blunders. Conduct training to use fire extinguishers with live demonstrations and the result will be measurable for every one will just operate it perfectly.
Regards,
Kesava Pillai
From India, Kollam
Dear All,
Thanks for your input. I guess one of the challenges we experience in our field is about the non-measurable training (primarily the soft skill training). These trainings are important for the employees & have impact on the business in the long run – for e.g. a training on Business Etiquette might seem unnecessary however, it does help the organization build a brand about its employees, which in turn can help the organization (via its employees) win a client, or it can help the employee be more confident.
Is their anything we could do to address this? As of now what I do is ask my trainees to write down what the training will do for them & the organization in the long & short run.
There might be other better ways that I could implement in future. Please do share what you do in your trainings.
From India, Mumbai
Thanks for your input. I guess one of the challenges we experience in our field is about the non-measurable training (primarily the soft skill training). These trainings are important for the employees & have impact on the business in the long run – for e.g. a training on Business Etiquette might seem unnecessary however, it does help the organization build a brand about its employees, which in turn can help the organization (via its employees) win a client, or it can help the employee be more confident.
Is their anything we could do to address this? As of now what I do is ask my trainees to write down what the training will do for them & the organization in the long & short run.
There might be other better ways that I could implement in future. Please do share what you do in your trainings.
From India, Mumbai
Hello Valerie & others,
In any business organisation, all activities have to be targetted to achieve the corporate mission (be it Profit Oriented or NPOs). Secondly, all the resources are scarce. Every Dollar/Rupee spent has to maximise returns. Hence, its important to evaluate the GAP between required & current levels of knowledge or specific skillset & schedule training with specific aim of bridging the GAP. The GAP, the Cost Benefit Analysis of the investment in training versus the desired levels post training and the actual levels before & after the training, have to be quantified. Whatever be the parameter (knowledge/technical/Softskills/...), a yardstick has to be evolved to measure it, be it as simple as a scale of 1 - 5 or 1 - 10.
I believe that before & after every training/presentation, there has to be formal or informal assesment & feedback mechanism.
From India, Mumbai
In any business organisation, all activities have to be targetted to achieve the corporate mission (be it Profit Oriented or NPOs). Secondly, all the resources are scarce. Every Dollar/Rupee spent has to maximise returns. Hence, its important to evaluate the GAP between required & current levels of knowledge or specific skillset & schedule training with specific aim of bridging the GAP. The GAP, the Cost Benefit Analysis of the investment in training versus the desired levels post training and the actual levels before & after the training, have to be quantified. Whatever be the parameter (knowledge/technical/Softskills/...), a yardstick has to be evolved to measure it, be it as simple as a scale of 1 - 5 or 1 - 10.
I believe that before & after every training/presentation, there has to be formal or informal assesment & feedback mechanism.
From India, Mumbai
Dear Valerie
Your posting is "training imparted are measurable"? If you wish to know whether training impact can be measured. My answer is yes. Please read-Measuring The Impact of Training- by Pamela A Wade.
From India, Kochi
Your posting is "training imparted are measurable"? If you wish to know whether training impact can be measured. My answer is yes. Please read-Measuring The Impact of Training- by Pamela A Wade.
From India, Kochi
Dear Friends
This is interesting discussion,Measuring is possible for any module if the objective of the training is estabilished appropriately.Even personality development & etiquettes modules.
We try to address Attitudinal,Behavioural & Cognitive aspects.Relevant parameters may be decided.
Regards
Vipul
Corporate Trainer
From India, Vadodara
This is interesting discussion,Measuring is possible for any module if the objective of the training is estabilished appropriately.Even personality development & etiquettes modules.
We try to address Attitudinal,Behavioural & Cognitive aspects.Relevant parameters may be decided.
Regards
Vipul
Corporate Trainer
From India, Vadodara
most of the so-called non-measurable trainings are measurable if only one can attempt to make a pre- and post-training test, in collaboration with the client organization. This also helps prevent the trainer from being airy-fairy. I myself hesitate to make these tests because they are extra burden and clients do not want to pay extra for extra efforts, but wherever required and negotiated as a part of the contract, I do.
From India, New Delhi
From India, New Delhi
I think yes all trinings are measureable, only if you know what is that u want out of this training.And you need to design the measuring tool and decide bench mark while you are creating your training module...if you train first and then think of measuring the impact or effectiveness..then its dufficult
From India, Delhi
From India, Delhi
Yes, effectiveness of training is measurable. One such model is the Kirkpatrick's model"
The four levels of Kirkpatrick's evaluation model essentially measure:
reaction of student - what they thought and felt about the training
learning - the resulting increase in knowledge or capability
behaviour - extent of behaviour and capability improvement and implementation/application
results - the effects on the business or environment resulting from the trainee's performance
All these measures are recommended for full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1-4.
From India, Madras
The four levels of Kirkpatrick's evaluation model essentially measure:
reaction of student - what they thought and felt about the training
learning - the resulting increase in knowledge or capability
behaviour - extent of behaviour and capability improvement and implementation/application
results - the effects on the business or environment resulting from the trainee's performance
All these measures are recommended for full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1-4.
From India, Madras
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Measuring ROI of Training.zip
Measuring ROI of Training.ppt