Dear All Seniors,

I am working in a new start up japanese manufacturing company. Here we are about to start Training & development of our employees.

First i am just giving you an idea of the current training flow in my company.

1. We finalize the training calander with the help of HOD

2. We inhouse ( HR & Production) impart the training through PPTs.

3. After the tarining programme we take the general feedback of the trainees about the trainer, content & environment etc.

4. Also at the same time just after the training we take a test paper for 10 minutes consisting of 10 question related to training attended.

Now the point come to effectiveness.

Here my manager is asking me to take one more test paper after one month of the training to measure effectiveness of the training.

My querries are :

1. is question paper should be the same as taken earlier at the time of training ?

2. is it the right method to measure training efefctiveness ??

3. & here how can we involve HODs to measure effectiveness ??

Please suggest ..

With Thanks,

Priyanka Varshney

From India, Karnal
1. No its not necessary to change the question paper all the time but its all depend on the type of training say if it is awareness training or any new technology introducing to the company than it can be done on the same question paper.
2. Result of the training cannot be measure overnight so training effectiveness is the right method of evaluating training effectiveness measurement(after 15 days or a month)
3. Involving managers is especially critical if the training has been requested by any other program sponsor and not by the immediate manager. In which case, employees’ commitment to the training effort is likely to be a little less.
By involving managers, employee buy-in is likely to increase.It is the HOD who can mark the improvement in the employee after the training impart so it is right to involve the Peers and HOD.
Attached herewith useful presentation of Training effectiveness.

From India, Indore

Attached Files (Download Requires Membership)
File Type: ppt ckirwan.ppt (114.5 KB, 860 views)

'Training Effectiveness' means: 'how effectively the trained employees could deliver performance at the shop floor in their respective roles?'. If you prepare a Questionnaire & send the same to the Reporting Manager/ Supervisor to complete & return after watching the performance of each trained person for a period of two months, you would have got the right feed back on the effectiveness of the training organized by you. Please note that an objective type of questionnaire will make the feed back analysis easy & meaningful.
From India, Delhi
Dear Priyanka,
Have you clicked on the links in the sidebar at the right and digested the contents before raising the query? If not I suggest that you do that. For example,see Evaluating the Effectiveness of Training
As others have pointed out, you need to say what type of training are you providing and to what type of staff. As a start up company, you may not have production figures before imparting training. If that is the case, it could be a handicap.

From United Kingdom
Dear Sir,

First of all , thanks for your reply.

I have already checked, read , downloaded load of stuff from this forum.

But at last on conclusion, i am now confused with my manager's expectation or the actual trend of the training.

For example, i am just attaching some document for better understanding of my problem.

1st attachment : One training module prepared on ESI awareness

2ns attachment : Feedback form filled by the trainees

3rd attachment: Test paper which i have taken on the same day of training

Now my manager is saying that to measure the training effectiveness, you take one more paper of the candidates after one month.

& this is training effectiveness as per him

When i asked about the suggestion of the HOD's, he told me that they actually dont know about the training ( mainly Related to safety, first aid, welfare, behaviour based etc.)

Now plz clarify that after taking a one more paper of the trainees after one month, and if he is fail then conduct one more training in a specified time, is the right trend of training & Development.

Shouldn't we invlove HODs & their opinion also for evaluating effectiveness of the training ??

What about the training effectiveness form which i have seen in this forum ??

It is a new company hence production managers & others are also very keen to know about the training part.

With Thanks,

Priyanka Varshney

From India, Karnal

Attached Files (Download Requires Membership)
File Type: pptx ESI training nippon.pptx (190.5 KB, 331 views)
File Type: docx ESI question paper nippon.docx (19.3 KB, 320 views)
File Type: doc Training Feedback Form.doc (79.5 KB, 474 views)

Dear Priyanka,
Training effectiveness is not just taking test or involving the managers. Yes both are just the means. The end result is what was increased or what was decreased.
I recommend you referring my comments of past queries. The links are as below:
Dinesh V Divekar

From India, Bangalore
Dear Priyanka,
There is nothing to get confused. If you evaluate post training, on paper, you will get to know about the knowledge gained by the trainee subject to his/her memory power and realistic knowledge obtained by understanding the process and procedures.
Post training, respective Managers/Line Managers or immediate Superior must watch and compare their team member's performance. If they found significant changes, they will provide positive feedback(good / very good / excellent) in the evaluation form. Minimum 3 months time is required to EVALUATE THE EFFECTIVE OF TRAINING and in the mean time, you may ASSESS them just to update/refresh their knowledge. This will give you clear picture about "HOW EFFECTIVELY IT IS IMPLEMENTED POST TRAINING".
Don't forget to extend complete support to trainees to facilitate learning process.
With profound regards

From India, Chennai
Dear Priyanka,
For the example given, there is no need for the HOD to get involved. The re-test after a duration will only say how much the employee is able to retain in the memory. I am sure that if a copy of the ppt presentation is provided to each employee (I would rather say keep a hard copy in each department), then the employee can refer to that as and when the employee needs to use the services.
For other types of training, it all depends upon what the aim and objectives are.

From United Kingdom
I would suggest that if you are only using powerpoint to train, then you might want to revisit your training process.
Showing a few powerpoints and having someone read the words off the screen to the group is not training.
People don't learn from just reading, they learn by using all their senses and that includes doing things, hearing things and reading things.

From Australia, Melbourne
Thanks you all for your valuable suggestion.
By this discussion somewhere i am able to understand how will i keep the training trend in begininging.
Later on i can further seek your suggestions.
With Thanks,
Priyanka Varshney

From India, Karnal

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR™

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server