Dinesh Divekar
Business Mentor, Consultant And Trainer
Anayaat
Hr & Administration Specialist
Nashbramhall
Learning & Teaching Fellow (retired)
Aussiejohn
Trainer
Couvery
Consultant
PSB
Asst. Professor
Symphonya24
Corporate Manager, Hr
+7 Others

Thread Started by #deepti mirani

Dear All,
can anybody tell me the ways to measure the training effectiveness.
If an organization is imparting training to its employees then the effectiveness of the same should be judged say after a month or so by the immediate superior.
Can anybody share a format or questionnaire for the same.
16th June 2013 From India, Delhi
Hi Deepti, Training evaluation should done after 3 month. Please see attached format of TE Regards Yogesh
16th June 2013 From India, Mumbai

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File Type: docx Training Evaluation.docx (13.2 KB, 1079 views)

Please click on the links in the sidebar at the right and you will find answers to your query.
16th June 2013 From United Kingdom
Dear Deepti,
Lot of material is available in this forum for TNA. You could have used that. Anyway, you may click my following replies of the past posts:
#post1969910
https://www.citehr.com/143755-traini...tml#post608371
Thanks,
Dinesh V Divekar
17th June 2013 From India, Bangalore
The first question you need to ask is "are the things you are training measurable".

For example if you are training Sales staff in sales techniques etc, then yes it is measurable. The effectiveness is measured by a consistent increase in Sales. If Management have set sales targets as part of the business plan, and staff are achieving those targets, then you have success.

Likewise, health and safety training, will ideally result in a measurable reduction of workplace accidents etc.

Where you will have problems is trying to measure the effectiveness of nebulous things like the so called "soft skills".

I seriously doubt sending round a questionnaire after 3 months will achieve much. Based on previous experience, I suspect staff will tell you what you want to hear.

One of the well documented problems with training is that people forget a lot of what they learned by the time they return to the office the following day. Training is only effective when the trainee goes back to the workplace and immediately implements what he/she has learnt - AND - continues to use and build on that training.
18th June 2013 From Australia, Melbourne
Please follow the Kirk Patrick Level-2 evaluation. It is very effective
18th June 2013 From India, Mumbai
Hi,

John is so correct with his observations.

The form attached by Yogesh can be improved a bit by adding the following:

1. In what area of your work did you implement your new skills.

2. Give an example of how the implementation of this new learning helped you and your team.

3. Now that you have implemented the new skill did you find the training useful.

Members can add more questions to the above but remember the answers to the questions should be quantifiable.

Another good way of ensuring that the training was effective is to make it a practice for those trained to train other in the organization.

In my previous organization we went through the entire course for "Bullet Proof Manager" which streched over two years with one topic taken up in a month. The training was for managers only.

We had to filling out forms indicating where and how we implemented our new skill and how it helped us and our function in improved effectiveness.

We were also required to train our group members.

However, as John pointed out seeing the effectiveness of 'Soft Skills" training is not so easy and will be evident much later on. It is up to the Organization to find ways and means to evaluate the effectiveness of such a course. This may branch-of into a full blown topic by itself.

However, as we evaluate all investments on ROI, training is also an investment on our employees and we must evaluate the ROI. This evaluation also helps us to eliminate or repeat various training courses.

We must start with simple evaluation techniques and gradually move on to better methods based on our experience.

I trust this adds a bit more to what others have said on the topic.

Best Regards,
18th June 2013 From India, Hyderabad
One of the things I have tried in the past:

At the end of the training, I ask the trainees to write down how they will implement what they have learnt at 9am the next morning when they get back to their desk. I also asked them to write down at least 3 dot points about how the training will help them in their job, and how it will contribute to continuous improvement, both for them and their job, and the organisation as a whole.

After a month the staff were interviewed with those sheets to see if they had implemented the training effectively, and if it has improved their work.

I am sure you can guess what the results of that was!

One of the side benefits is that it can show you where the gaps in the training are, and also ways of making the training more practical to meet the needs of the participants.

This is one reason why I am NOT in favour of "one size fits all" training. Sure, you can have a basic outline of the course you want to teach, and outcomes you need to achieve, but every group of people is different, and will have differing needs. I believe you can get more "buy-in" when you adapt the material to meet specific requirements.
18th June 2013 From Australia, Melbourne
For evaluation to be effefctive, the \"INTENTIONS\" have to be captured immediately after the training is imparted. For instance, let the participants declare (i) What concepts learned at the session will they apply in their area of work (ii) How will they evaluate whether what they have applied is yielding results (iii) In what time frame will they expect to see results.
Once this is done at the session, it is easy for the trainer to track with each participant on the committed dates, how they have applied the learning from the workshop/session. This method also promotes a feeling of commitment on the part of the participants and they feel obliged to implement what they learn. Otherwise, just asking at the end of 3 months or 6 months, doesn\'t enlist their commitment. What do you all think?
18th June 2013 From India, Coimbatore
Aussiejohn's remarks about not in favour of "one size fits all" reminds me of two incidents during my work experience. One was when all the middle managers were sent on a 3-day time management course. After our return we were asked to keep a diary (not to be shown to anyone) and see where we were doing non-value added activities. To the horror of some of us, we were hardly productive for 20 percent of our normal time. Later, I came to know that some of our bosses were equally busy. What a waste of time and money in sending people who had hardly anything to do on a Time Management course.
On another occasion, senior managers were sent on a Refresher Management course on which Financial Accounting topics such as Balance Sheet, Profit and Loss Account, Financial Ratios, etc., were taught. The company, being a private one, never issued any such information even to management. Again a waste of time as they could not implement anything learnt on those topics.
18th June 2013 From United Kingdom
Please find attached files for questionnaire. Dr.Prasad Bhanage 9850994143
18th June 2013 From India, Pune

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File Type: xls HR_TL_Manager%20questionnaire.xls (58.0 KB, 147 views)
File Type: xls Employees%20questionnaire.xls (68.5 KB, 150 views)

Dear Symphony,
Have you measured the training effectiveness on the Kirk Patrick Level-2 evaluation in your company? If yes, then would you mind to share your experience? Why did you stop at just level-2 and did not scale upward till level-4? Would you mind to elucidate?
Thanks,
Dinesh V Divekar
Please follow the Kirk Patrick Level-2 evaluation. It is very effective
18th June 2013 From India, Bangalore
I have recently started working as a trainer. Working with a company which is focusing on integrating technology in schools.My profile includes making the training modules and giving the product training to the school teachers. The challenge I am facing is the time constraint. I hardly can convince the teachers to devote couple of hours to actually learn the technology and deliver.In this scenario how can I measure effectiveness of my training?
18th June 2013 From India, Pune
Ideally, the training effectiveness measurement should be done after 3 months, however it also depend on the type, duration and other factors.
Also, below is the link for questionnaire. Hope it will help.
<link no longer exists - removed>
18th June 2013 From India, Lucknow
Dear Sneha,
Gone through post post. Give me little more information about your job or your product training. While conducting training, you should always focus on benefits of using this product. What is increased or what is decreased has to be specified clearly.
Secondly, there is difference between "training" and "education". Are you conducting former or latter? Calculating ROI for latter is quite difficult.
You may call me on my mobile however, in my very first post of this thread, I have given two links. Please go through them and then call me. Possibly, when you go through those two links, your query might get settled.
Thanks,
Dinesh V Divekar

19th June 2013 From India, Bangalore
Dear Dinesh,

Thanks for the reply. You very well have quoted the point of education and training. Well let me just explain you something more about the product and my job.In our traditional education system in schools, using laptops, or interactive boards still are rare. And also, the teachers are reluctant to use them as they are alien to these products because of the fear of using technology. My company has introduced software which would aid students learning through audio visual methods.Also, it has features which enables teachers to eliminate the usage of paper and switch completely to the software for all her tasks. Now to support that software proper hardware needs to be installed like, interactive board,a laptop,projector etc.My job is to basically train the teachers to use all of these.

I have created a module wherein my focus is to first eliminate all the apprehensions they carry. Then I gradually move on to the basics. For eg : Connecting a laptop to the projector. Thereafter,I introduce them to the actual software which has the same textbook contents which they use along with some animations and various other features like making question papers,attendance,quizzes etc. Now to reinforce all these things, I have made a few activities which would also encourage interaction. My concern is that after all this effort I need to know whether this would be effectively put to use. In schools, after the school hours teachers are very impatient to attend any sort of training session. Maximum I can do is, take a feedback but how do I measure the effectiveness in the time constraint?

PS : I am not myself sure if the effectiveness is measurable here as I am conducting such sessions for the first time.

Kindly help.
19th June 2013 From India, Pune
Dear Sneha,

I have read and digested your exchanges with Dinesh Divekar. Please excuse me for using this as an example to make some general points to other bloggers.

When we post queries it is always useful to give the complete scenario in the first instance to save time and get precise answers to our queries.

In your case, certain points highlighted in your response detailing the situation, leads to a few more questions. Is the training held after working hours? If so, are they compensated? If not, can we really take issues with them being impatient?

Has the school bought your equipment or have you given them on loan for trying it out? If the former, then whether the technology will be put to effective use should be of concern to the management of the school. If the latter, then you should be concerned. The effective use of equipment depends upon factors that may not be within your control. For example, the workload and the support given by the school management and also the willingness of workers and their personal circumstances. For example my friend, who was going to retire in 3 years time, refused to adopt new technology as he was not going to get extra money for that. As he was very active in the union, the management could not do a thing, and they let him use the manual system to which he was habituated.
19th June 2013 From United Kingdom
Hi Simhan
The trainings are held after the working hours. And I don't think they are compensated as most of the times they get the intimation at a very short notice.
And the equipment that we install is bought by the school. We don't rent the equipment. But thanks for clarifying my query. The thing is I don't have anyone at workplace to guide me through the process and was getting worried on this.
Thanks for suggestions :)
19th June 2013 From India, Pune
Kindly put yourself in their situation and see how you would feel. I would not stay behind for any unscheduled training. As an ex-academic who had to migrate from writing on the board, to the use of OHP slides, to the use of interactive Smart Boards, I can assure you that teachers will use it when they find that it saves time and/or when pressure comes from pupils/students.
Do your sessions involve only informing them of how to use the equipment or do they get time to practice the various steps?
19th June 2013 From United Kingdom
Well, initially the usage of smart boards I feel they would restrict for writing and using a few basic tools. What I have planned is not to overload them by telling them all the tools in the first session itself. In the first session, I would introduce them to the basics and let them practice it to a level where they are open to explore it more. Then conduct subsequent sessions for them to explore advanced features.
Also, you being from the same I would like to share the presentation that I have prepared with you so I can receive an appropriate feedback.
19th June 2013 From India, Pune
Dear Sneha,

You may call me today after 1700 hours on my mobile (+91-). We will discuss on your challenges.

Ok...

DVD

Dear Dinesh,

Thanks for the reply. You very well have quoted the point of education and training. Well let me just explain you something more about the product and my job.In our traditional education system in schools, using laptops, or interactive boards still are rare. And also, the teachers are reluctant to use them as they are alien to these products because of the fear of using technology. My company has introduced software which would aid students learning through audio visual methods.Also, it has features which enables teachers to eliminate the usage of paper and switch completely to the software for all her tasks. Now to support that software proper hardware needs to be installed like, interactive board,a laptop,projector etc.My job is to basically train the teachers to use all of these.

I have created a module wherein my focus is to first eliminate all the apprehensions they carry. Then I gradually move on to the basics. For eg : Connecting a laptop to the projector. Thereafter,I introduce them to the actual software which has the same textbook contents which they use along with some animations and various other features like making question papers,attendance,quizzes etc. Now to reinforce all these things, I have made a few activities which would also encourage interaction. My concern is that after all this effort I need to know whether this would be effectively put to use. In schools, after the school hours teachers are very impatient to attend any sort of training session. Maximum I can do is, take a feedback but how do I measure the effectiveness in the time constraint?

PS : I am not myself sure if the effectiveness is measurable here as I am conducting such sessions for the first time.

Kindly help.[/QUOTE]
19th June 2013 From India, Bangalore
#Anonymous
if teachers do not have to learn latest technology then the school needs to take some time within office hrs
like saturdays are usually halfdays , it will not be difficult for teachers to spend one hour more
second saturdays are holidays they can make use of that time
some festivals will be there were some teachers dont celebrate festivals they can make use of that time
or sending students to their homes half or one hour before their usual times
reducing the all each subject period hours from one hr to 45 mintues
sometimes some games period or other activities like library ,quiz classes or any things where childrens are busy and teachers are free that time can be utilised
19th June 2013 From India, Hyderabad
Dear Deepti,
Please find attached the "Training Report" which was prepared during several In House - Training Programs conducted in my organization.
It will cover the following aspects :
1. Training Schedule - List of Nominees from every Dept., Topic and Trainer Name
2. Training Attendance - Actual Present
3. Trainee wise Feedback Summary
4. Trainee Composite Result : Graphical Summary
5. Trainer Feedback Result : Graphical Summary
6. Post Training Report
Hope the Attachment solves your query up to a certain level.
21st June 2013 From India, Bangalore

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File Type: xls Training Rpt.xls (87.0 KB, 226 views)

Firstly it is very important that training provided to employees are based on the competency skills which they are lagging behind or which their managers feel is required.
One can only measure then same maybe in a period of 2-3 months depending on the competencies which are mapped. You can make your own form that is what is the change or improvement employee has found out before and after training. Any change in work scenario or the way he is working has changed which has increased his productivity etc.
22nd June 2013 From India, Mumbai
This is understood if they are providing you training they will definitely evaluate you side by side. They evaluate a candidate of various criteria starting from intelligence, commitment, etc. So if you qualify under all categories then the will definitely offer you a job with a good package.
24th June 2013 From India, Mohali
Dear Members, This has been raised in previous posts please do take initiative to search. However, please find attached training effectiveness form contributed in previously posted threads. Regards
24th June 2013 From Oman, Muscat

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File Type: xls TRAINING EFFECTIVENESS FORM.xls (43.0 KB, 103 views)

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