Deputy Manager - Hr, Ir And Admin
Training And Recruitment
Free Lance Trainer
This is a crux and good source of measuring training from the trainee's point of view.Therefore it will be not fair to measure the ROI from this data.What you need is gather feedback of the same from their reporting authority.Also analyse performance data from post training.
This in my opinion would be the right way to measure the ROI.
29th December 2008
You have not written which type of training you want to measure.. its a behavioral training or technical training...Bcoz technical training you can measure quite easily but measuring behavioral training is difficult .. bcoz as evaluator we can not see or feel the change in person immediately bcoz change will be there but it will be gradual. chanign attitude of a person through one training ....DIFFICULT....but still measures are available which will be scientific.. but very less corporate opts for it.
Or best way is to take a feed back from trainees.. but still we can not relay on this.. and how much corporate will benefit it is a big question mark.. but still training is require...:)
29th December 2008 From India, Salai
I always have one question while working on training evaluation ...
Please think over ..
When we evaluate training we do so by the means of evaluating different parameters but unfortunately because of the variety and nature of the trainings there can be no standard quantification of the effectiveness of the same..
Thus how do we arrive at a consensus that a rating say 1 by "X" and a rating I by "Y" represents the same measure of quality of the training.
Somewhere I think that every type of training must have a different evaluation matrix exclusively for itself and essentially made by HR in consultation with the trainer..
A tedious task but looks possible..
Your Views please
30th December 2008
Thank you Faruk.
SUpret, the trainings that are evaluated are Soft skills. Every time i send out this qustionnaire i need to keep 6 things in mind, that is: Learning objectives; Knowledge Increase; On the job confidence;Materials and methodology used; Overall result and also facilitator's skill.
This is kirk patrick's model - but everytime a soft skill training happens and we need to get the effectiveness i need to get the objectives of the course and then make sure it fits into the questionnaire. the metrics is very simple; it works according to my companies overall metrics.
But it is very cumbersome and only i could work on it because i created it. It was well recieved but then i landed up doing metrics more and more and less and less of training and content development.
Hence thought i would post it in this forum and simplify things further
1st January 2009 From India, Bangalore
First level always involve trainee's feedback bt training contect, faculty etc.
Hope it helps.
If done properly & without causing difficulty to trainees, it really helps. Ask for an action plan from them only
3rd January 2009 From India, Delhi