Dear all, Can u please tell me the best,easiest,applicable,sound tool for measuring training effectivness. Thanxs Promila
From India, Delhi
3From India, Delhi
Hi Promila,
Training Effectiveness should be measured both in short & long term for effectiveness..this has been covered in detail in this citehr.com..just do quick search...
Since you asked for "Best, Easiest,Applicable & Sound tool" ...which caught my attention...
Before & after tests - two tests- one before & one after the training program is the best as it reminds the participants or rather ensures the behavioral change has taken place & participants themselves believe the results...well i do this tests in my workshops- believe me its the best..
After all one of the challenges of HR Professionals is to ensure that the training effectiveness don't become just paper work or form filling rituals..instead a tool for ensuring Change in mindset of employees!!
Cheers,
Rajat
From India, Pune
Training Effectiveness should be measured both in short & long term for effectiveness..this has been covered in detail in this citehr.com..just do quick search...
Since you asked for "Best, Easiest,Applicable & Sound tool" ...which caught my attention...
Before & after tests - two tests- one before & one after the training program is the best as it reminds the participants or rather ensures the behavioral change has taken place & participants themselves believe the results...well i do this tests in my workshops- believe me its the best..
After all one of the challenges of HR Professionals is to ensure that the training effectiveness don't become just paper work or form filling rituals..instead a tool for ensuring Change in mindset of employees!!
Cheers,
Rajat
From India, Pune
Dear Rajat ,
I do agree with you that effectivnessof the training can be measured pre and post training programm.The question that is coming to mind is that if training is done in Nov.we meaure it before and after training lets say in the month of Dec(end).If the training is effective till Dec end,and again by January end the results are similar to pre training programm..........than what to do.
Again impart training to those guys..........?
I am working in a manufacturing unit,where we have all levels of people from workers.......GM,MD etc.
Vast differenceof people in knowledge,skill ,experince,litrate,illitrate ..................pre and post efffectivness can be done for workers and supervisiors level.
How can we measure the effectivness of training for Deptt.Heads and other senior managers,as in my company this group has a tag of EGO,and they all ways carry with self.
Thanxs
Promila
From India, Delhi
I do agree with you that effectivnessof the training can be measured pre and post training programm.The question that is coming to mind is that if training is done in Nov.we meaure it before and after training lets say in the month of Dec(end).If the training is effective till Dec end,and again by January end the results are similar to pre training programm..........than what to do.
Again impart training to those guys..........?
I am working in a manufacturing unit,where we have all levels of people from workers.......GM,MD etc.
Vast differenceof people in knowledge,skill ,experince,litrate,illitrate ..................pre and post efffectivness can be done for workers and supervisiors level.
How can we measure the effectivness of training for Deptt.Heads and other senior managers,as in my company this group has a tag of EGO,and they all ways carry with self.
Thanxs
Promila
From India, Delhi
Hi Promila,
Divide your training effectiveness in three phases..
One - before & after the training program
Two - after a month where you ask the participants as how they have implemented the learnings( this should be decided right after the programs or before sending them to training programs..)
Third - One month after - a feedback from their Direct Supervisors about the change or implementation of learnings..esp on predetermined criterias..
With supervisors/bosses Egos & pride can subtly tackled when the evaluation sheet is given to their Superior Officers..
In this matter you should have a meeting with MDs & HODs on the importance of evaluation of effectiveness to ensure that the money spent on T&D is well spent ..& to ensure the development of staff...
Cheers,
Rajat
From India, Pune
Divide your training effectiveness in three phases..
One - before & after the training program
Two - after a month where you ask the participants as how they have implemented the learnings( this should be decided right after the programs or before sending them to training programs..)
Third - One month after - a feedback from their Direct Supervisors about the change or implementation of learnings..esp on predetermined criterias..
With supervisors/bosses Egos & pride can subtly tackled when the evaluation sheet is given to their Superior Officers..
In this matter you should have a meeting with MDs & HODs on the importance of evaluation of effectiveness to ensure that the money spent on T&D is well spent ..& to ensure the development of staff...
Cheers,
Rajat
From India, Pune
Here's a really simple, no mess, no calculations, approach to see if the training was effective:
ASK THOSE WHO ATTENDED, ASK THEIR MANAGERS, ASK THE CUSTOMER!!!
Here is a sequence of questions. They start with questions to ask BEFORE the training.
1. Ask the customer or the line manager of each person that will be attending:
(a) What outcomes are you expecting to get from your people attending this training - in results, behaviours, activities?
(i) as soon as they return
(ii) 1 month later
(iii) 3 months after they return
(iv) 6 months after they return
(b) How will you know that these outcomes have been achieved? What signs will tell you of success or failure?
(c) To what extent will this course help to achieve these outcomes?
(d) In light of this last answer, which expectations would you like to change, and how/to what?
(e) What else are you prepared to do to ensure that these outcomes are
2. Ask the same of those actually attending.
3. After the training, go back to the client or line managers, remind them of the questions in Q(1) and the responses they gave - and ask them what the reality is, and what they intend to do about it.
4. Ask the same of those who attended.
5. Ask everybody concerned "was it worth it?" and "would you recommend this to anybody else?" and "why?"
6. Ask how you can help support these other actions.
Kind regards
Martin
From United Kingdom,
ASK THOSE WHO ATTENDED, ASK THEIR MANAGERS, ASK THE CUSTOMER!!!
Here is a sequence of questions. They start with questions to ask BEFORE the training.
1. Ask the customer or the line manager of each person that will be attending:
(a) What outcomes are you expecting to get from your people attending this training - in results, behaviours, activities?
(i) as soon as they return
(ii) 1 month later
(iii) 3 months after they return
(iv) 6 months after they return
(b) How will you know that these outcomes have been achieved? What signs will tell you of success or failure?
(c) To what extent will this course help to achieve these outcomes?
(d) In light of this last answer, which expectations would you like to change, and how/to what?
(e) What else are you prepared to do to ensure that these outcomes are
2. Ask the same of those actually attending.
3. After the training, go back to the client or line managers, remind them of the questions in Q(1) and the responses they gave - and ask them what the reality is, and what they intend to do about it.
4. Ask the same of those who attended.
5. Ask everybody concerned "was it worth it?" and "would you recommend this to anybody else?" and "why?"
6. Ask how you can help support these other actions.
Kind regards
Martin
From United Kingdom,
Nice summary Martin.
My company has a web-based assessment/certification administration system and we have worked with Dr. Donald and James Kirkpatrick to create a survey module based upon the Kirkpatrick "Four Levels" of training evaluation. No, I am not suggesting you buy our platform to solve your problems.
However, Kirkpatrick's Four Levels seems to be the most popular training evaluation method in use today.
"Evaluating Training Programs: The Four Levels" By Donald Kirkpatrick is available on Amazon.com and also they just published "Transferring Learning to Behavior" which is a really great guide in how to get people to actually apply what they have been taught in their daily job tasks.
Best of luck
Jill
www.drakekryterion.com
My company has a web-based assessment/certification administration system and we have worked with Dr. Donald and James Kirkpatrick to create a survey module based upon the Kirkpatrick "Four Levels" of training evaluation. No, I am not suggesting you buy our platform to solve your problems.
However, Kirkpatrick's Four Levels seems to be the most popular training evaluation method in use today.
"Evaluating Training Programs: The Four Levels" By Donald Kirkpatrick is available on Amazon.com and also they just published "Transferring Learning to Behavior" which is a really great guide in how to get people to actually apply what they have been taught in their daily job tasks.
Best of luck
Jill
www.drakekryterion.com
Hi All
I'm working with a manufacturing company with a stength of 700 workmen whrein 350 are staff.For workers we have arranged various on th Job trainings and certain class room trainings.Although we measure the Training effectiveness with immediate feedback questionnaire and with 3months effectiveness quesionnaire which is being filled by the HOD.But I feel it is not effective as in our company there is no training culture and since everything I'm doing the process forcefully and henceforth I feel the the measure of effectiveness which I'm doing is not atall effective.
Please some one tell me what process should I follow or develop so that whatever i'm doing should have a good impact on the quality as well as It should be dectable.My management have told me to present the effectiveness of the trainings occured
How can I present them the same with more authenticated way in a culture like ours where production people are not at all interested in training their people instead just interested in Production and Production Targets...
Please suggest what to do
Please suggest me some methods and formats for tracking..I just have two subordinates with me for a team...and both of them are in experiencd..So please suggest
Regards
Sudipta
From India, Gurgaon
I'm working with a manufacturing company with a stength of 700 workmen whrein 350 are staff.For workers we have arranged various on th Job trainings and certain class room trainings.Although we measure the Training effectiveness with immediate feedback questionnaire and with 3months effectiveness quesionnaire which is being filled by the HOD.But I feel it is not effective as in our company there is no training culture and since everything I'm doing the process forcefully and henceforth I feel the the measure of effectiveness which I'm doing is not atall effective.
Please some one tell me what process should I follow or develop so that whatever i'm doing should have a good impact on the quality as well as It should be dectable.My management have told me to present the effectiveness of the trainings occured
How can I present them the same with more authenticated way in a culture like ours where production people are not at all interested in training their people instead just interested in Production and Production Targets...
Please suggest what to do
Please suggest me some methods and formats for tracking..I just have two subordinates with me for a team...and both of them are in experiencd..So please suggest
Regards
Sudipta
From India, Gurgaon
Dear Sudipta,
Its really sorry to hear that no one has replied you yet. Anyways lets discuss and focus on your problem rather than complaining about it.
1. Whenever you arrange any training for the workermen or staff, you should know why that perticular training is required and always take feedback by all the HOD's what they feel abt the training. It will reflect the requirement of that training.
2. Once you arrange the training, always take the test - pre training test and post training test. The result will reflect the effectiveness of the training.
3. After completion of training, its implementation is necessary. And only HOD of concerned department will be able to help you with their feedback.
Ask them about the results on workemen or staff behavior after the traing.
Your job is done and keep records of the same in all three cases.
1.Training requisition forms.
2. Test papaers.
3. Feedback form or effectiveness forms.
The above given 3 records will help you to proove to the management taht the trainings are integral part of Human resource professionally and personally.
I hope I helped u to some extent.
In case of querries, please revert.
Thanks and regards,
Pushpa
Its really sorry to hear that no one has replied you yet. Anyways lets discuss and focus on your problem rather than complaining about it.
1. Whenever you arrange any training for the workermen or staff, you should know why that perticular training is required and always take feedback by all the HOD's what they feel abt the training. It will reflect the requirement of that training.
2. Once you arrange the training, always take the test - pre training test and post training test. The result will reflect the effectiveness of the training.
3. After completion of training, its implementation is necessary. And only HOD of concerned department will be able to help you with their feedback.
Ask them about the results on workemen or staff behavior after the traing.
Your job is done and keep records of the same in all three cases.
1.Training requisition forms.
2. Test papaers.
3. Feedback form or effectiveness forms.
The above given 3 records will help you to proove to the management taht the trainings are integral part of Human resource professionally and personally.
I hope I helped u to some extent.
In case of querries, please revert.
Thanks and regards,
Pushpa
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