Hi all, I am a Training supervisor in a company working in the FMCG industry. We're in the process of fully implementing and integrating a competency-based HR management system. Part of this process is definitely affecting the Training and Development department, so we'll start using the competency assessment form as a way to identify the training needs for soft skills and then measure the employee development and training effectiveness after an appropriate time.
However, the challenge I am really facing now is to develop another assessment form to measure training efficiency for technical/functional training (non-competency ones), perhaps two months later. We need this form to be completed by the employee's direct manager or supervisor, and we need it to be somewhat simple and direct as the maturity level in the organization is still in its early stages. Any ideas?
From Egypt, Cairo
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1However, the challenge I am really facing now is to develop another assessment form to measure training efficiency for technical/functional training (non-competency ones), perhaps two months later. We need this form to be completed by the employee's direct manager or supervisor, and we need it to be somewhat simple and direct as the maturity level in the organization is still in its early stages. Any ideas?
From Egypt, Cairo
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Dear Shady,
Recently, there was a question on one of the LinkedIn groups. The question was as follows:
"What is the ideal time period between the steps of the Kirkpatrick model? Thank you for your comments."
I provided the following reply:
The four levels of the Kirkpatrick model are:
- Reaction
- Learning
- Behaviour
- Results
"Reaction" should be measured immediately after the training, with feedback collected at the end of the day to assess this level.
For "Learning," tests can be conducted at the end of the course or a week/fortnight after the training to gauge participants' understanding.
"Change in Behavior" is measured by assessing reduced job errors, increased customer satisfaction, or changes in operational ratios. This phase typically requires 3 to 6 months for measurement.
Once behavior change is measured, "Results" can be assessed immediately, with outcomes becoming evident.
In my experience, many companies and training professionals do not progress beyond level 1. These comments are specific to India.
I hope my reply addresses your query. During training, inform participants about the performance parameters. This falls under Level III. Prior to this, conducting a post-training test at Level II would be beneficial.
Thank you,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Recently, there was a question on one of the LinkedIn groups. The question was as follows:
"What is the ideal time period between the steps of the Kirkpatrick model? Thank you for your comments."
I provided the following reply:
The four levels of the Kirkpatrick model are:
- Reaction
- Learning
- Behaviour
- Results
"Reaction" should be measured immediately after the training, with feedback collected at the end of the day to assess this level.
For "Learning," tests can be conducted at the end of the course or a week/fortnight after the training to gauge participants' understanding.
"Change in Behavior" is measured by assessing reduced job errors, increased customer satisfaction, or changes in operational ratios. This phase typically requires 3 to 6 months for measurement.
Once behavior change is measured, "Results" can be assessed immediately, with outcomes becoming evident.
In my experience, many companies and training professionals do not progress beyond level 1. These comments are specific to India.
I hope my reply addresses your query. During training, inform participants about the performance parameters. This falls under Level III. Prior to this, conducting a post-training test at Level II would be beneficial.
Thank you,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Dear Dinesh,
Thank you for your response. I am from Egypt, and yes, I read your response before. Here in my company, we are conducting Level I assessments for reactions and Level II for learning whenever possible.
However, what I am really looking for is reaching Level III of assessing the change in behavior. For us here, we are able to do it in competencies related courses, but when it comes to technical ones, there is a challenge. We are thinking of a generic form to be filled by the direct manager or supervisor of the trainee to assess the change in behavior. Do you have any such form that you can share with me? We don't want to go for developing a specific form for each course.
Thanks,
Shady Nabil
From Egypt, Cairo
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Thank you for your response. I am from Egypt, and yes, I read your response before. Here in my company, we are conducting Level I assessments for reactions and Level II for learning whenever possible.
However, what I am really looking for is reaching Level III of assessing the change in behavior. For us here, we are able to do it in competencies related courses, but when it comes to technical ones, there is a challenge. We are thinking of a generic form to be filled by the direct manager or supervisor of the trainee to assess the change in behavior. Do you have any such form that you can share with me? We don't want to go for developing a specific form for each course.
Thanks,
Shady Nabil
From Egypt, Cairo
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Dear Shady,
For Level III assessment, you need to check the various operational ratios. When I say operational ratios, I mean, for example, the number of defective pieces produced, job error rate, etc. For the Purchase Department, it could be various inventory ratios. Level III is for measuring the output, and this output determines the change in behavior.
Secondly, for this technical training, you need to have a separate form to measure the effectiveness of Level III. Everything cannot be generic. When you say "generic," those generic aspects you have to check in feedback from the participants and post-training tests.
Ok...
Dinesh V Divekar
From India, Bangalore
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For Level III assessment, you need to check the various operational ratios. When I say operational ratios, I mean, for example, the number of defective pieces produced, job error rate, etc. For the Purchase Department, it could be various inventory ratios. Level III is for measuring the output, and this output determines the change in behavior.
Secondly, for this technical training, you need to have a separate form to measure the effectiveness of Level III. Everything cannot be generic. When you say "generic," those generic aspects you have to check in feedback from the participants and post-training tests.
Ok...
Dinesh V Divekar
From India, Bangalore
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Hi there,
You cannot measure the effectiveness of technical training without having criteria. What are the criteria that you are measuring against? Define the scale of the criteria from 1-5. Conduct a test, give grades, and then determine the gap between the required level of knowledge and the available level. Once you identify the gap, you can provide the necessary training to close it.
I would like to elaborate more on the generic part mentioned previously. I am assuming that you have already defined these generic aspects that you expect all employees to have. However, you also need to establish more specific criteria based on the job. To do this, you should refer back to the job description to determine...
From Oman, Muscat
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You cannot measure the effectiveness of technical training without having criteria. What are the criteria that you are measuring against? Define the scale of the criteria from 1-5. Conduct a test, give grades, and then determine the gap between the required level of knowledge and the available level. Once you identify the gap, you can provide the necessary training to close it.
I would like to elaborate more on the generic part mentioned previously. I am assuming that you have already defined these generic aspects that you expect all employees to have. However, you also need to establish more specific criteria based on the job. To do this, you should refer back to the job description to determine...
From Oman, Muscat
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Competency-base d HR Management.ppt
Competency based training.doc
Training Effectiveness Chart.jpg