Dear All,
I appreciate the feedback or the information that we receive throug the this site. Thanks to the Cite HR.
Question : We have training and Development module system in our ERP.
We are giving trainings also we have training assessment on every six months.
I want to know the methods of Training Effectiveness.
Regards,
Rahul.
9686689197.
25th May 2013 From India, Pune
Hello Mr Rahul,

Your post mentions two points.

1.0 You have started an ERP package.

2.0 You want to know about the training effectiveness methods

( and link it to your module ?)

Training details like topic of training,duration,participation etc have

to be fed in manually in the ERP Package.

Regarding Training effectiveness Kirkpatrick Model is popular.

You can get the details of this model by typing in the FIND INFORMATION

box followed by pressing the SEARCH button.

However in my opinion your own assessments will be a better guide.

The simpler ones will be like conducting a written test, oral interview

etc after the programme.

The drawback would be the reluctance / resistance likely to be faced

from the participants particularly the experienced lot.

In work related trainings conducted in the shop floor the immediate

supervisor is the best judge to make assessment.

For new joinees a rigorous training programme followed by

a test/ interview would be an effective option.

You can also go through the RELATED INFORMATION and DOWNLOAD

thread etc that are found alongside these columns and adopt

the one that fits you the best.

The measurement of training effectiveness, historically has been a

subject matter of discusions between Line Managers and HR.

So it would be a good idea to develop a model together with the Line Management.

V.Raghunathan
26th May 2013 From India
Any training is essentially to fill the performance gap, unless it is an induction training of one sort or the other. If that is so, effectiveness of training should reflect in the performance of the person trained. Evaluation of such effectiveness cannot be done immediately after training. It also cannot be a one-off measurement. Secondly, who has to measure it and how?

Under these circumstances, you have to device a simple and suitable format to evaluate the effectiveness. If you device a lengthy complex format either no body will fill it and return it back to you or they will do it in a very routine manner. Keep it brief and to the point. Also have a column to mention whether the person is dealing with the job for with he was trained or is relocated for some other job. Very often we see that people are trained for a particular job or skill but subsequently employed in an unconnected area. In such cases we cannot evaluate the effectiveness of the training.

Preferably the evaluation can be done firstly after six months of completion of training and thereafter after an year. Evaluation has to be done primarily by the immediate supervisor. The format should be designed accordingly. We can also ask the trainee himself to state what use the training has on his job. His response can be routed through his higher ups so that everyone authenticate it. This will only supplement the evaluation done by the immediate superior but will not replace it.
27th May 2013 From India, Madras
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