SIMPLE METHOD FOR TRAINING EVALUATION:
I ll suggest sme points.
1.Before starting any training u hv to make the questionnare Pre and post training questionnare.( Questionnare should be same for both)
2.Take the xmas before training.
3.Take the xmas after training.
4.Prepare score card and set your parameters (see attachment Training Evaluation)
5.U hv to arrange retraining for non performer and partial performer
6.Take rating basis feedback form.evaluate the trainer as well as emp on the basis of mentioned tool in feedback form.
7.Start Level 2 evaluation with the help of dept head after one month of training.conduct a meeting with Head and emps and take feedback of the training.
Areas of Concern
Reactions.
Learning.
Job Behaviour.
Organisational Impact.
Additional Outcome
4 Level Training Outcomes
Given by Donald Kirkpatrick
Kirkpatrick's model includes four levels or steps of outcome evaluation:
• Level 1 Evaluation—Reaction
• Level 2 Evaluation—Learning
• Level 3 Evaluation—Behavior
• Level 4 Evaluation—Results
Assumptions
Evaluations are definitive.
Evaluation equals effectiveness.
Trainers are accountable for Effectiveness.
Level 4 evaluation is superior.
You just have to measure it.
Training Impact Tree
Identify the Organization's Values and Practices.
Identify Skills, Knowledge & Attitudes.
Define the scope & purpose of evaluation.
Quality Delivery & Retention of Training.
How well training cuts deficiencies in a particular workgroup.
Usefulness of Parallel Training for Managers & their Staff.
Variables in the work environment that discourage or facilitate the effect of training.
From India, Pune
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73I ll suggest sme points.
1.Before starting any training u hv to make the questionnare Pre and post training questionnare.( Questionnare should be same for both)
2.Take the xmas before training.
3.Take the xmas after training.
4.Prepare score card and set your parameters (see attachment Training Evaluation)
5.U hv to arrange retraining for non performer and partial performer
6.Take rating basis feedback form.evaluate the trainer as well as emp on the basis of mentioned tool in feedback form.
7.Start Level 2 evaluation with the help of dept head after one month of training.conduct a meeting with Head and emps and take feedback of the training.
Areas of Concern
Reactions.
Learning.
Job Behaviour.
Organisational Impact.
Additional Outcome
4 Level Training Outcomes
Given by Donald Kirkpatrick
Kirkpatrick's model includes four levels or steps of outcome evaluation:
• Level 1 Evaluation—Reaction
• Level 2 Evaluation—Learning
• Level 3 Evaluation—Behavior
• Level 4 Evaluation—Results
Assumptions
Evaluations are definitive.
Evaluation equals effectiveness.
Trainers are accountable for Effectiveness.
Level 4 evaluation is superior.
You just have to measure it.
Training Impact Tree
Identify the Organization's Values and Practices.
Identify Skills, Knowledge & Attitudes.
Define the scope & purpose of evaluation.
Quality Delivery & Retention of Training.
How well training cuts deficiencies in a particular workgroup.
Usefulness of Parallel Training for Managers & their Staff.
Variables in the work environment that discourage or facilitate the effect of training.
From India, Pune
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Hi,
Good one. This should be done at regular intervals after the training program, like immediately after the training, after 3 months, after 6 months, and so on. Only then can the effectiveness be known.
Mithun
From India, Mumbai
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Good one. This should be done at regular intervals after the training program, like immediately after the training, after 3 months, after 6 months, and so on. Only then can the effectiveness be known.
Mithun
From India, Mumbai
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Dear Mr.Abhishek,
Thanks for your nice matrix for Training effectiveness..
How it can be applied for Soft Skills Training & Behavioral training.Since all this would be a intangible , How it will demonstrate us as performer/non-performer
Kindly explain
Gobinath
I ll suggest sme points.
1.Before starting any training u hv to make the questionnare Pre and post training questionnare.( Questionnare should be same for both)
2.Take the xmas before training.
3.Take the xmas after training.
4.Prepare score card and set your parameters (see attachment Training Evaluation)
5.U hv to arrange retraining for non performer and partial performer
6.Take rating basis feedback form.evaluate the trainer as well as emp on the basis of mentioned tool in feedback form.
7.Start Level 2 evaluation with the help of dept head after one month of training.conduct a meeting with Head and emps and take feedback of the training.
Areas of Concern
Reactions.
Learning.
Job Behaviour.
Organisational Impact.
Additional Outcome
4 Level Training Outcomes
Given by Donald Kirkpatrick
Kirkpatrick's model includes four levels or steps of outcome evaluation:
• Level 1 Evaluation—Reaction
• Level 2 Evaluation—Learning
• Level 3 Evaluation—Behavior
• Level 4 Evaluation—Results
Assumptions
Evaluations are definitive.
Evaluation equals effectiveness.
Trainers are accountable for Effectiveness.
Level 4 evaluation is superior.
You just have to measure it.
Training Impact Tree
Identify the Organization's Values and Practices.
Identify Skills, Knowledge & Attitudes.
Define the scope & purpose of evaluation.
Quality Delivery & Retention of Training.
How well training cuts deficiencies in a particular workgroup.
Usefulness of Parallel Training for Managers & their Staff.
Variables in the work environment that discourage or facilitate the effect of training.[/quote]
From India, Madras
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Thanks for your nice matrix for Training effectiveness..
How it can be applied for Soft Skills Training & Behavioral training.Since all this would be a intangible , How it will demonstrate us as performer/non-performer
Kindly explain
Gobinath
I ll suggest sme points.
1.Before starting any training u hv to make the questionnare Pre and post training questionnare.( Questionnare should be same for both)
2.Take the xmas before training.
3.Take the xmas after training.
4.Prepare score card and set your parameters (see attachment Training Evaluation)
5.U hv to arrange retraining for non performer and partial performer
6.Take rating basis feedback form.evaluate the trainer as well as emp on the basis of mentioned tool in feedback form.
7.Start Level 2 evaluation with the help of dept head after one month of training.conduct a meeting with Head and emps and take feedback of the training.
Areas of Concern
Reactions.
Learning.
Job Behaviour.
Organisational Impact.
Additional Outcome
4 Level Training Outcomes
Given by Donald Kirkpatrick
Kirkpatrick's model includes four levels or steps of outcome evaluation:
• Level 1 Evaluation—Reaction
• Level 2 Evaluation—Learning
• Level 3 Evaluation—Behavior
• Level 4 Evaluation—Results
Assumptions
Evaluations are definitive.
Evaluation equals effectiveness.
Trainers are accountable for Effectiveness.
Level 4 evaluation is superior.
You just have to measure it.
Training Impact Tree
Identify the Organization's Values and Practices.
Identify Skills, Knowledge & Attitudes.
Define the scope & purpose of evaluation.
Quality Delivery & Retention of Training.
How well training cuts deficiencies in a particular workgroup.
Usefulness of Parallel Training for Managers & their Staff.
Variables in the work environment that discourage or facilitate the effect of training.[/quote]
From India, Madras
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Dear Abhishek,
Thank you a ton for sharing informative information. I am also working in T&D section and use almost the same way to evaluate the training.
One thing I want to clarify, Abhishek, is when we are talking about level 2 evaluation, what will be the timeframe? Like, after how many days do we need to take feedback from seniors? We did it after 3 months, but we found that even participants and seniors forget the training content. Please suggest what would be an acceptable solution, as feedback immediately after training does not serve the purpose.
We can discuss it on the phone if you are comfortable.
Shalu Singh
9999-169-600
From India, Delhi
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Thank you a ton for sharing informative information. I am also working in T&D section and use almost the same way to evaluate the training.
One thing I want to clarify, Abhishek, is when we are talking about level 2 evaluation, what will be the timeframe? Like, after how many days do we need to take feedback from seniors? We did it after 3 months, but we found that even participants and seniors forget the training content. Please suggest what would be an acceptable solution, as feedback immediately after training does not serve the purpose.
We can discuss it on the phone if you are comfortable.
Shalu Singh
9999-169-600
From India, Delhi
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The impact can be measured at the work situation and attitudinal/skill change of the participants through a well-structured statistical survey. The support of the participant's supervisor is vital. So, as well, you start a survey after the training at regular intervals. You can interact with employees as well as their supervisors.
The evaluation timeframe can vary from one training to another, so you must standardize this. You can evaluate level two like this:
1. After one month of training
2. After three months of training
3. After six months of training
Shalu mentioned it after 3 months, but we found that participants, even seniors, forget the training content. I don't think it will happen when you interact with employees and their supervisors on a regular interval.
From India, Pune
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The evaluation timeframe can vary from one training to another, so you must standardize this. You can evaluate level two like this:
1. After one month of training
2. After three months of training
3. After six months of training
Shalu mentioned it after 3 months, but we found that participants, even seniors, forget the training content. I don't think it will happen when you interact with employees and their supervisors on a regular interval.
From India, Pune
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Excellent stuff. There was some clarity tht I needed to have about the calculation.In trainer evaluation, in the percentage column, the formula has a number 145. Where did we get that number from?
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Hi Abhi,
Good work! Wouldn't you consider also adding parameters for the pecuniary impact analysis of training? Training, by and large, is being looked at as an abstract subject different from several other inputs of an organization; therefore, perhaps erroneously considered dispensable more often than not.
Both corporates and individuals are likely to be more interested in assessing the cost of training vis-a-vis the benefits. Please try out a simple method, if you can, to facilitate this.
Regards,
BPD :)
From India, Bhubaneswar
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Good work! Wouldn't you consider also adding parameters for the pecuniary impact analysis of training? Training, by and large, is being looked at as an abstract subject different from several other inputs of an organization; therefore, perhaps erroneously considered dispensable more often than not.
Both corporates and individuals are likely to be more interested in assessing the cost of training vis-a-vis the benefits. Please try out a simple method, if you can, to facilitate this.
Regards,
BPD :)
From India, Bhubaneswar
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This is very informative abhi but still I found it lil bit incomplete as some details should be added on level-3,4....
From India, Rohtak
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From India, Rohtak
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This training evaluation Excel sheet is good. But, in my opinion, putting comments like "refrainer" and "non-performer" will demoralize employees. However, we can take individual feedback regarding training aspects in detail.
From India, Bangalore
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From India, Bangalore
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Hi Abhi Your post is a fantastic presentation of Training Evaluation method and indeed very effective and resourceful I am highly benefitted with it. Sanjeev
From India, Pune
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From India, Pune
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I have a doubt in the questionnaire you attached. Regarding the scores calculation, the pre-scores are always more than the post scores, which would, in turn, give a negative result. Have you done a pilot test of that questionnaire? Please revert.
From India, Pune
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From India, Pune
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TRAINING EFFECTIVENESS FORM.xls