Hi Friends, Can anybody told me :- 1. How to Calculate productivity of trainers who are working down the line 2. How to calculate Productivity of the participents who are being trained. Aqil Imam
From India
From India
Dear Aqil Imam,
Paragraph-wise replies are as below:
1. How to Calculate productivity of trainers who are working down the line
Increase in efficiency of the participants after the training is the effectiveness of the training professional. However, there are some glitches like participants motivation, trainability of the participants etc.
2. How to calculate Productivity of the participents who are being trained.
Quality of the services provided before training and after the training is the measure to calculate productivity of the participants. Second way to measure the efficiency is the operational ratios of that department.
Ok...
Dinesh V Divekar
Aqil Imam[/QUOTE]
From India, Bangalore
7855Paragraph-wise replies are as below:
1. How to Calculate productivity of trainers who are working down the line
Increase in efficiency of the participants after the training is the effectiveness of the training professional. However, there are some glitches like participants motivation, trainability of the participants etc.
2. How to calculate Productivity of the participents who are being trained.
Quality of the services provided before training and after the training is the measure to calculate productivity of the participants. Second way to measure the efficiency is the operational ratios of that department.
Ok...
Dinesh V Divekar
Aqil Imam[/QUOTE]
From India, Bangalore
For evaluation of trainer, your can get the training feedback form filled by participants.
For evaluation of participants, you can monitor their productivity, motivation, use a questionaire, conduct a test/discussion to judge as learning has taken place or all efforts are waste.
Before this exercise you should assess the level of participants/ their bandwith of learning also.
These are well planned exercises.
Regards,
Rashee
From India, Delhi
For evaluation of participants, you can monitor their productivity, motivation, use a questionaire, conduct a test/discussion to judge as learning has taken place or all efforts are waste.
Before this exercise you should assess the level of participants/ their bandwith of learning also.
These are well planned exercises.
Regards,
Rashee
From India, Delhi
Dear Rashee,
"Training Feedback" is quite basic way of measuring effectiveness of trainer. There are scores of trainers who are best at managing the feedback. But their training does not translate into improved business performance.
Increase in revenue or decrease in operational expenditure is the only way of measuring effectiveness of training.
But then not many HR/Training professionals are aware how to measure the change in revenue because of the training. Even those who do TTT from very prominent institutes also are very poor on commercial aspects of the training.
For Aqil: - The reply is quite exhaustive and it is not possible to type the whole thing here. You better do TTT to settle your query.
Ok...
Dinesh V Divekar
From India, Bangalore
"Training Feedback" is quite basic way of measuring effectiveness of trainer. There are scores of trainers who are best at managing the feedback. But their training does not translate into improved business performance.
Increase in revenue or decrease in operational expenditure is the only way of measuring effectiveness of training.
But then not many HR/Training professionals are aware how to measure the change in revenue because of the training. Even those who do TTT from very prominent institutes also are very poor on commercial aspects of the training.
For Aqil: - The reply is quite exhaustive and it is not possible to type the whole thing here. You better do TTT to settle your query.
Ok...
Dinesh V Divekar
From India, Bangalore
Dear Aquil Imam,
You are aware that generally there are two types of training Technical and Non - Technical.
While technical training deals with Knowledge and Skill, non - technical training by and large deals with attitude/ behavioural training.
It is relatively easier to assess the Knowledge and skill gained. But to assess this it is important that the training content is analysed thoroughly before conduct of the training. In other words what do you expect the training to deliver or what do you expect to improve. If this is assessed prior to the training (example the Quality Rating - QR, Overall Equipment Efficiency - OEE, Machine Availability - MA, Performance efficiency - PE, On Time Delivery - OTD, First Pass Yield - FPY etc) and after the training you will be able to determine the effectiveness of training. You should aim at making an objective assessment rather than a subjective assessment.
Non - technical training is generally assessed more subjectively and the best person to give you the feedback will be the boss and information through the grapevine from peers.
In short the effectiveness by and large depends on the training content.
Assessing a trainer on technical ground is easier on the above count if the parameters identified by you has improved then the trainer is effective.
It requires extensive working to make a real assessment.
M.V.KANNAN
From India, Madras
You are aware that generally there are two types of training Technical and Non - Technical.
While technical training deals with Knowledge and Skill, non - technical training by and large deals with attitude/ behavioural training.
It is relatively easier to assess the Knowledge and skill gained. But to assess this it is important that the training content is analysed thoroughly before conduct of the training. In other words what do you expect the training to deliver or what do you expect to improve. If this is assessed prior to the training (example the Quality Rating - QR, Overall Equipment Efficiency - OEE, Machine Availability - MA, Performance efficiency - PE, On Time Delivery - OTD, First Pass Yield - FPY etc) and after the training you will be able to determine the effectiveness of training. You should aim at making an objective assessment rather than a subjective assessment.
Non - technical training is generally assessed more subjectively and the best person to give you the feedback will be the boss and information through the grapevine from peers.
In short the effectiveness by and large depends on the training content.
Assessing a trainer on technical ground is easier on the above count if the parameters identified by you has improved then the trainer is effective.
It requires extensive working to make a real assessment.
M.V.KANNAN
From India, Madras
Dear Aquil Imam,
In order to calculate post-training productivity, you must have pre-training statistics. A simple example, e.g. before training, the ratio for defects goods were 10:1000 (for every 1000 outputs, 10 outputs were with defects). This would have resulted in production loss, man-hour loss and ultimately revenue loss. But after training, the ratio improved to 1:1000. The difference would then be your improved performance.
In other word, you need to know where you are today to be able to measure the difference when you reach your desired position.
Regards
Autumn Jane
From Singapore, Singapore
In order to calculate post-training productivity, you must have pre-training statistics. A simple example, e.g. before training, the ratio for defects goods were 10:1000 (for every 1000 outputs, 10 outputs were with defects). This would have resulted in production loss, man-hour loss and ultimately revenue loss. But after training, the ratio improved to 1:1000. The difference would then be your improved performance.
In other word, you need to know where you are today to be able to measure the difference when you reach your desired position.
Regards
Autumn Jane
From Singapore, Singapore
Dear Aqil,
Measurement of trainer effectiveness and participant improvement would ultimately depend on the quality of metrics your organization captures as part of the Performance Management and Competency Development. You need to know what your are training for and the expected outcomes.
If performance of each category of employees is measured in quantifiable terms such as the ratios mentioned by Kannan and Jane, then the post-training improvement can be assessed over a period of time such as 4-12 weeks by comparing pre-training and post training production data.
Secondly for subjective parameters metrics can be put in place provided you know the relationship between the parameter and the expected output in measurable terms. Ex: for Telecallers / BPO staff call-quality is based on number of call needed to address / resolve customer complaint, time taken to resolve the issue, number of times matter was escalated, etc.
At the end of the day training effectiveness can be measured effectively if you have the following in place:
1. Measurable performance / output metrics
2. Historical data for atleast 6 months for comparison
3. Employee awareness about the metrics
4. Daily and consistent recording of such information
5. Comparison of data at regular intervals
6. Company wide drive to consistenly improve on past performance
7. Develop and implement suitable and relevant interventions as soon as performance issues are noticed
8. Evaluate trainers thoroughly and check for validation of their services empirically
I hope this has clarified to a certain extent your queries. Please feel free to contact me should you require any assistance / service.
Warm regards,
Shashidhar K
Eira
From India, Mumbai
Measurement of trainer effectiveness and participant improvement would ultimately depend on the quality of metrics your organization captures as part of the Performance Management and Competency Development. You need to know what your are training for and the expected outcomes.
If performance of each category of employees is measured in quantifiable terms such as the ratios mentioned by Kannan and Jane, then the post-training improvement can be assessed over a period of time such as 4-12 weeks by comparing pre-training and post training production data.
Secondly for subjective parameters metrics can be put in place provided you know the relationship between the parameter and the expected output in measurable terms. Ex: for Telecallers / BPO staff call-quality is based on number of call needed to address / resolve customer complaint, time taken to resolve the issue, number of times matter was escalated, etc.
At the end of the day training effectiveness can be measured effectively if you have the following in place:
1. Measurable performance / output metrics
2. Historical data for atleast 6 months for comparison
3. Employee awareness about the metrics
4. Daily and consistent recording of such information
5. Comparison of data at regular intervals
6. Company wide drive to consistenly improve on past performance
7. Develop and implement suitable and relevant interventions as soon as performance issues are noticed
8. Evaluate trainers thoroughly and check for validation of their services empirically
I hope this has clarified to a certain extent your queries. Please feel free to contact me should you require any assistance / service.
Warm regards,
Shashidhar K
Eira
From India, Mumbai
Feedback forms are important and help in judging the reaction of the trainees but not a great tool to measure the effectiveness of training.
google Kirkpatrick's 4 levels of training evaluation. It will really help you.
From India, New Delhi
google Kirkpatrick's 4 levels of training evaluation. It will really help you.
From India, New Delhi
gd evening friends
Expert advice need for clearing an confusion,
Whether a Registered employee Contractor with the present worker force 9-10 nos needed to remit the PF contribution of the worker as per statutory?
Or The principle employer has to remit the PF for the workers if the contractor is not eligible /comes under the provision, compulsory?
Kindly help me in resolving this issue.
vinod
From India, Bangalore
Expert advice need for clearing an confusion,
Whether a Registered employee Contractor with the present worker force 9-10 nos needed to remit the PF contribution of the worker as per statutory?
Or The principle employer has to remit the PF for the workers if the contractor is not eligible /comes under the provision, compulsory?
Kindly help me in resolving this issue.
vinod
From India, Bangalore
Hi there All,
I would like to that all the seniors who have contributed valuable information on evaluating productivity after. I would like to add one comment that the seniors might have missed, training evaluation form differ from one industry to another and it depends on how effective actually the company uses but I have found the following method included in the training evaluation form very effective
In the training evaluation form you include the following
•Pre-Training:
-Outline what are the objective of the Course
-Out line the applied knowledge obtained from the course
-Outline what are the benefit of this particular course to the business
-After attending this program how would it help employee achieve his objectives
-After the training you need to evaluate the employee at least up to 2 months to affirmatively know that they have benefited from the course
•Post Training
-Is the employee applying the knowledge obtained from the course
-Was the objective of the training course achieved –from the performance of employee
-Is the information & applied knowledge practical and benefits the business
-Would you recommend someone else in the organization to attend and benefit of this program
-Has this program help employee achieve his annual objectives
I hope the above notes may help you in your approach in evaluating training in your organization. However, Should you need help in developing a training evaluation form do not hesitate to contact me.
From Oman, Muscat
I would like to that all the seniors who have contributed valuable information on evaluating productivity after. I would like to add one comment that the seniors might have missed, training evaluation form differ from one industry to another and it depends on how effective actually the company uses but I have found the following method included in the training evaluation form very effective
In the training evaluation form you include the following
•Pre-Training:
-Outline what are the objective of the Course
-Out line the applied knowledge obtained from the course
-Outline what are the benefit of this particular course to the business
-After attending this program how would it help employee achieve his objectives
-After the training you need to evaluate the employee at least up to 2 months to affirmatively know that they have benefited from the course
•Post Training
-Is the employee applying the knowledge obtained from the course
-Was the objective of the training course achieved –from the performance of employee
-Is the information & applied knowledge practical and benefits the business
-Would you recommend someone else in the organization to attend and benefit of this program
-Has this program help employee achieve his annual objectives
I hope the above notes may help you in your approach in evaluating training in your organization. However, Should you need help in developing a training evaluation form do not hesitate to contact me.
From Oman, Muscat
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96-05--Investme nt+in+Productiv ity.pdf