Hi all, I am a Training Supervisor in a company working in the FMCG industry. We're in the process of fully implementing and integrating a competency-based HR management system. Part of this process is definitely affecting the Training and Development department, so we'll start using the competency assessment form as a way to identify the training needs for soft skills and then measure the employee development and training effectiveness after an appropriate time.
However, the challenge I am really facing now is to develop another assessment form to measure training efficiency for technical/functional training (non-competency ones), perhaps two months later. We need this form to be completed by the employee's direct manager or supervisor, and we need it to be somewhat simple and direct as the maturity level in the organization is still in its early stages. Any ideas?
From Egypt, Cairo
Acknowledge(0)
Amend(0)
1However, the challenge I am really facing now is to develop another assessment form to measure training efficiency for technical/functional training (non-competency ones), perhaps two months later. We need this form to be completed by the employee's direct manager or supervisor, and we need it to be somewhat simple and direct as the maturity level in the organization is still in its early stages. Any ideas?
From Egypt, Cairo
Acknowledge(0)Amend(0)
Dear Dinesh, thank you for your response. I am from Egypt, and yes, I read your response before. Here in my company, we are conducting Level I assessments for reactions and Level II for learning whenever possible.
However, what I am really looking for is reaching Level III of assessing the change in behavior. For us here, we are able to do it in competencies-related courses, but when it comes to technical ones, there is a challenge. We are thinking of a generic form to be filled by the direct manager or supervisor of the trainee to assess the change in behavior. Do you have any such form that you can share with me? We don't want to go for developing a specific form for each course.
Thanks,
Shady Nabil
From Egypt, Cairo
Acknowledge(0)Amend(0)
However, what I am really looking for is reaching Level III of assessing the change in behavior. For us here, we are able to do it in competencies-related courses, but when it comes to technical ones, there is a challenge. We are thinking of a generic form to be filled by the direct manager or supervisor of the trainee to assess the change in behavior. Do you have any such form that you can share with me? We don't want to go for developing a specific form for each course.
Thanks,
Shady Nabil
From Egypt, Cairo
Acknowledge(0)Amend(0)
Level III Assessment and Operational Ratios
For Level III assessment, you need to check various operational ratios. When I say operational ratios, I mean, for example, the number of defective pieces produced, job error rate, etc. For the Purchase Department, it could be various inventory ratios. Level III is for measuring the output, and this output determines the change in behavior.
Technical Training Effectiveness
Secondly, for this technical training, you need to have a separate form to measure the effectiveness of Level III. Everything cannot be generic. When you say "generic," those generic aspects you have to check in feedback from the participants and post-training tests.
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
For Level III assessment, you need to check various operational ratios. When I say operational ratios, I mean, for example, the number of defective pieces produced, job error rate, etc. For the Purchase Department, it could be various inventory ratios. Level III is for measuring the output, and this output determines the change in behavior.
Technical Training Effectiveness
Secondly, for this technical training, you need to have a separate form to measure the effectiveness of Level III. Everything cannot be generic. When you say "generic," those generic aspects you have to check in feedback from the participants and post-training tests.
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
You cannot measure the effectiveness of technical training without having criteria. What are the criteria that you are measuring against? Define the scale of the criteria from 1 to 5. Conduct a test, give grades, and then determine the gap between the required level of knowledge and the available level. Once you identify the gap, you can provide the necessary training to close it.
I would like to elaborate more on the generic part mentioned previously. I am assuming that you have already defined these generic aspects that you expect all employees to have. However, you also need to establish more specific criteria based on the job. To do this, you should refer back to the job description to determine...
Regards,
From Oman, Muscat
Acknowledge(1)Amend(0)
I would like to elaborate more on the generic part mentioned previously. I am assuming that you have already defined these generic aspects that you expect all employees to have. However, you also need to establish more specific criteria based on the job. To do this, you should refer back to the job description to determine...
Regards,
From Oman, Muscat
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Competency-base d HR Management.ppt
Competency based training.doc
Training Effectiveness Chart.jpg