No Tags Found!

Dear All,
Our Company in into Construction. We conduct several technical/functional and behavioral trainings. For technical training, we have customised forms to measure effectiveness of training. As benefits of behavioural trainings are intangible, we are looking forward for a user friendly questionnaire/form or any other method to measure and record the effectiveness of trainings like:
Business Communication and Presentation skills
Leadership skills
And also
Computer skills
Advance Excel
If you can think of any solution, please share with me. looking forward for your responses.

From India, Pune

Dear Smita
Behavioural trainings come with a lot of Intangibles.
We generally first make a note of Behaviours pre training all these behaviouras are noted in terms of a standardised questionnaire. These questionnaires are designed depending on the industry the work stress level, culture of the company and so on.
Then we test the individuals on a specific behavioural pattern that is expected according to the company's rules and regulations. All these are measured on a REBT scale.
Then gap is identified.
Sonali Wagle

From India, Thana
Hi Smita,
We have a tool called SLIM which is being used to measure the effectiveness of behavioural trainings. It reveolves around the KRA of the employees and in being done as a third party audit.
I am attching the brochure for your perusal.
For any further clarification and support let me know on

From India, Delhi
Attached Files (Download Requires Membership)
File Type: pdf S-LIM.pdf (79.1 KB, 1220 views)

Dinesh Divekar

Dear Smita,

I would like to say the following on the above subject:

a) Change after Behavioural training can best be understood and measured by the superiors. When you train your employees or managers, do their superiors are competent to comprehend the change?

b) Training programmes are for setting standards. Before going ahead with any training programme, are you clear about what standards an employee should achieve after the training. Secondly, you should tell them of the consequences if they fail to attain those standards.

c) At end of the training session, generally feedback is taken. If the feedback is good but there are no results. What plan or strategy you have to handle this situation?

d) My comments on the modules that you have mentioned are as below:

i) Business Communication and Presentation skills: - set the standards. After ____ days of training, the participants must acquire these standards.

ii) Leadership skills: - This is really tricky. Real success of leadership lies in employee empowerment, secondly leadership qualities shown by the top management and thirdly the organisation culture. For lower level, post-training feedback from the subordinates and superiors can be taken to measure the change. Again you should be absolutely clear what change you wish to bring in.

iii) Computer skills: - Conduct test after ____ days of training.

iv) Advance Excel: - Conduct test after ____ days of training.

For info.

Dinesh V Divekar

From India, Bangalore
Dear Mr. Divekar,
Thanks for your reply. It has triggerred some thought process in line with the subject matter.
The first question you have raised is really a BIG QUESTION??. The Seniors are not competent enough to observe changes or lets say measure changes after behavioral training. There is a lot of approximation in the feedback.
We have predecided curriculum and standards (generally mentioned in 4-5 points) typically as "after the programme the participant will be able to do ____ _________ __________ etc."
I wanted to design a evaluation form or process. Will you be able to help me with some more inputs on this.
Thanks & Regards,

From India, Pune

Hi Smitha,
Effectiveness of any training is very important. I'm sure you conduct TNA. the TNA should tell you why an individual requires a particular training. TNA should also tell you the managers perspective as to why this individual requires this training.
So pre assessment or an understanding of the requirement is got. THen set training expectations and conduct the training.
1 month or 3 months after the training, please go back to the trainees and find out how this training has influenced them in their work, intrapersonal relations and interpersonal relations and do the see any prominent positive changes?
do the same thing with the managers too- regarding the trainee.

From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.

Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR

All Copyright And Trademarks in Posts Held By Respective Owners.