Hello Everyone,
I have been asked to come up with a training evaluation form. The main objective here is to know if employees can apply what they have been trained in their daily job activities. Can anyone help?
From Nigeria, Lagos
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I have been asked to come up with a training evaluation form. The main objective here is to know if employees can apply what they have been trained in their daily job activities. Can anyone help?
From Nigeria, Lagos
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Dear Joyasuquo,
Before conducting the training program, the training manager is expected to identify the need. Based on the need(s), the objectives of the training programs are decided. The objectives could be any of the following:
a) To decrease the consumption of resources.
b) To decrease the turnaround time of some processes.
c) To increase or decrease some ratio.
d) To decrease some cost.
Whether the training program fulfills any of the objectives mentioned in (a) to (d) above is the job of the HR/Training Manager. If there is doubt on whether the employees can apply what they have been trained in their daily job activities or not, then why should he/she allow the training to be conducted at all?
Asking the participants whether the training program fulfilled the objectives or not, is it not akin to putting the cart before the horse?
Please clarify what training program you would like to conduct, who would be the participants, whether it will be conducted by the in-house trainer or an external trainer, whether the goal statement of the training program has been decided, etc.
Thanks,
Dinesh Divekar
From India, Bangalore
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8217Before conducting the training program, the training manager is expected to identify the need. Based on the need(s), the objectives of the training programs are decided. The objectives could be any of the following:
a) To decrease the consumption of resources.
b) To decrease the turnaround time of some processes.
c) To increase or decrease some ratio.
d) To decrease some cost.
Whether the training program fulfills any of the objectives mentioned in (a) to (d) above is the job of the HR/Training Manager. If there is doubt on whether the employees can apply what they have been trained in their daily job activities or not, then why should he/she allow the training to be conducted at all?
Asking the participants whether the training program fulfilled the objectives or not, is it not akin to putting the cart before the horse?
Please clarify what training program you would like to conduct, who would be the participants, whether it will be conducted by the in-house trainer or an external trainer, whether the goal statement of the training program has been decided, etc.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Colleague,
I would like to share my thoughts on this.
The training evaluation form, however nicely designed, may not be an effective tool to know whether the participant can/will apply what is learned (if at all) on the job or not.
Prior to knowing this, what is really important to know is whether any 'learning' has taken place and there are facilitating opportunities on the job provided with the design to apply it.
Given the above, the right source to find this out, in my view, is to know from the participant's immediate supervisor or close teammates, whether they have noticed a discernible desired change in behavior/performance delivery post-training. Again, this is not foolproof as it is not an objective method and can only be indicative perceptions of the source.
But in skill-imparting training, it can be known a bit objectively from the quantity produced, mistake reduction, and quality improvement prior and post training.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
I would like to share my thoughts on this.
The training evaluation form, however nicely designed, may not be an effective tool to know whether the participant can/will apply what is learned (if at all) on the job or not.
Prior to knowing this, what is really important to know is whether any 'learning' has taken place and there are facilitating opportunities on the job provided with the design to apply it.
Given the above, the right source to find this out, in my view, is to know from the participant's immediate supervisor or close teammates, whether they have noticed a discernible desired change in behavior/performance delivery post-training. Again, this is not foolproof as it is not an objective method and can only be indicative perceptions of the source.
But in skill-imparting training, it can be known a bit objectively from the quantity produced, mistake reduction, and quality improvement prior and post training.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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