Dear All,
I have been involved in lot of OD initiatives in my organization. And am trying to put a process in place to understand the training effectiveness in the organization.
These days the organizations are investing so much in Training & devlopment of the emloyees, that too in soft skills. But how does the HR justify the Return on investment to the Mgmt on th expenditure indulged in the trainings.
And even for the various training sessions conducted the norm is to get feedback through the feedback forms but how is that we can present the data to the management.
Kindly advise.
Warm Regards
Nidhi
From India, Gurgaon
3I have been involved in lot of OD initiatives in my organization. And am trying to put a process in place to understand the training effectiveness in the organization.
These days the organizations are investing so much in Training & devlopment of the emloyees, that too in soft skills. But how does the HR justify the Return on investment to the Mgmt on th expenditure indulged in the trainings.
And even for the various training sessions conducted the norm is to get feedback through the feedback forms but how is that we can present the data to the management.
Kindly advise.
Warm Regards
Nidhi
From India, Gurgaon
i totally agree with you. I work for a firm which is into providing training solutions to corporates & this is 1 of d most common questions that i have cum acros from the HR "How wud u measure training effectiveness"
"wud it be of use"
if u need any help in formulating the effectiveness, feel free to contact me.
Thanks & Regards
Ankit Sharma
Training & Development
Planman Consulting
IIPM Campus,
Chattarpur Bhatimines Road,
Satbari Chandan Haula,
New Delhi-110074
Tele: 42789839
Mobile: 09210104457
www.planmanconsulting.com
From India, New Delhi
"wud it be of use"
if u need any help in formulating the effectiveness, feel free to contact me.
Thanks & Regards
Ankit Sharma
Training & Development
Planman Consulting
IIPM Campus,
Chattarpur Bhatimines Road,
Satbari Chandan Haula,
New Delhi-110074
Tele: 42789839
Mobile: 09210104457
www.planmanconsulting.com
From India, New Delhi
If training changed behavior, wouldn’t all trained employees become successful employees? The secret to effective training is to hire and train employees who have a talent for the job.
From United States, Chelsea
From United States, Chelsea
Hi,
If the organization provides training to its employees it does not mean that they are not successful employees..they may be doing very well in their current role but the organization wants to prepare them for future role & responsibility , training may also be aimed at further improving their current performance.
Nonetheless my question is in terms of knowing the ROI on the training
given, considering the right talent is hired.
Hope can some inputs on that.
Regards
Nidhi
From India, Gurgaon
If the organization provides training to its employees it does not mean that they are not successful employees..they may be doing very well in their current role but the organization wants to prepare them for future role & responsibility , training may also be aimed at further improving their current performance.
Nonetheless my question is in terms of knowing the ROI on the training
given, considering the right talent is hired.
Hope can some inputs on that.
Regards
Nidhi
From India, Gurgaon
Hi,
I suggest to have a objective for each training ie. why is this training and what you want to achieve from this training ? once it is clear you can set your own guidelines for measuring the effectiveness. In my company we identify both objective and method of measuring effectiveness in the training calendar itself. For need based trainings we ask the requester about this or work with him to establish the same. You can also use kirkpatricks 4 levels of evaluation.
One more method we use for softskill training is having a review session after 15 days and asking the participants to share their experience of applying the learnings.
Regards - Ramesh
From Singapore, Singapore
I suggest to have a objective for each training ie. why is this training and what you want to achieve from this training ? once it is clear you can set your own guidelines for measuring the effectiveness. In my company we identify both objective and method of measuring effectiveness in the training calendar itself. For need based trainings we ask the requester about this or work with him to establish the same. You can also use kirkpatricks 4 levels of evaluation.
One more method we use for softskill training is having a review session after 15 days and asking the participants to share their experience of applying the learnings.
Regards - Ramesh
From Singapore, Singapore
Hi Ramesh,
Thanks for the inputs.Even we do the same...but what I am looking at is how do we present the facts & figures to the management to substantiate that the investements made in training are giving returns.
Hope you have soem suggestion for this as well.
Regards
Nidhi
From India, Gurgaon
Thanks for the inputs.Even we do the same...but what I am looking at is how do we present the facts & figures to the management to substantiate that the investements made in training are giving returns.
Hope you have soem suggestion for this as well.
Regards
Nidhi
From India, Gurgaon
Hi Nidhi,
My suggestion is to identify key deliverables from the training and develop some scale 5 point or 10 point and measure before and after effects. You can also develop a soft skill level matrix (4 Levels) for all the participants and show the progress to your management. I can share an example - In my previuos company we conducted a program on Human relation principles.There were 10 principles. All the participants were given one month time to apply these principles in their daily life and make a presentation on 31st day. We all presented and best 3 presenters got rewards. Again to substantiate this with data we have to use some type of before after scale only. I request HR community to suggest other options preferably with examples.
Regards- Ramesh
Regards,
Ramesh
From Singapore, Singapore
My suggestion is to identify key deliverables from the training and develop some scale 5 point or 10 point and measure before and after effects. You can also develop a soft skill level matrix (4 Levels) for all the participants and show the progress to your management. I can share an example - In my previuos company we conducted a program on Human relation principles.There were 10 principles. All the participants were given one month time to apply these principles in their daily life and make a presentation on 31st day. We all presented and best 3 presenters got rewards. Again to substantiate this with data we have to use some type of before after scale only. I request HR community to suggest other options preferably with examples.
Regards- Ramesh
Regards,
Ramesh
From Singapore, Singapore
Hi Ankit/Ramesh
We are a start up telecom compnay and we are in the process of preparing a Training policy, can I request help in setting one please, may a few guidelines will surely help.
Thanks
Chandrika
We are a start up telecom compnay and we are in the process of preparing a Training policy, can I request help in setting one please, may a few guidelines will surely help.
Thanks
Chandrika
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MAILER SOFT SKILLS.pdf
Soft Skills.ppt
Hand book on soft skills[1].doc