#Anonymous

Dear All,
Greetings for the day.
Request you to kindly share details as we are trying to analyze the below listed questions:
LEARNING AND DEVELOPMENT
1. How do you evaluate training effectiveness and what is the cycle followed for the same? Please specify differently for Internal and External Programmes (Feedback Forms-Online/Offline)
2. Who fills the feedback form(Trainee/Trainer/Senior) and when the feedback form filled (30-60-90 days)
3. If the post training evaluation, the scores for the trainee/employee are not at par, what is the course of action taken to improve the score.
ATTRITION ANALYSIS:
1. If we have 10 employees who have left the organization, out of which:
01: Resigned, 02: Have been asked to leave
How many employees would be included for calculation attrition?
8th November 2017 From India, Mumbai
Dear friend,
Replies to questions are as below:
Learning and Development: -
1. How do you evaluate training effectiveness and what is the cycle followed for the same? Please specify differently for Internal and External Programmes (Feedback Forms-Online/Offline)
Reply: - Earlier I have given exhaustive reply on the subject of employee training. You may click the following link to refer it:
https://www.citehr.com/523786-traini...ml#post2222367
Secondly, feedback forms, whether offline or online does not matter. Please remember proverb black hen gives white egg. What matters is whether learners implement the learning or not and whether a positive change in the organisation was brought or not.
2. Who fills the feedback form(Trainee/Trainer/Senior) and when the feedback form filled (30-60-90 days).
Reply: - Feedback on the training may be obtained from both, learners as well as the trainer. Former may fill the form on the quality of the training whereas latter may fill the form on the quality of participation, absorption level, inquisitiveness, argumentativeness, the disturbance caused to others because of the telephone the calls etc. After three, six, nine or twelve months, learners may provide details of implementation like how they implemented the training, where they implemented, when they implemented, what ratio increased or decreased, what cost was decreased etc. Well before the training programme, cost per trainee may be estimated and learners may be told to prove the ROI after a certain period of time. This will bring accountability to the learners.
3. If the post-training evaluation, the scores for the trainee/employee are not at par, what is the course of action taken to improve the score?
Reply: - It depends on when you do the evaluation. Secondly, please explain what you mean by "the scores for the trainee/employee are not at par".
Whether score at par or not, you conduct the training, to bring an organisational change or reduce some cost. If the positive change has happened then the mismatch in the score does not matter.
Attrition Analysis:
1. If we have 10 employees who have left the organization, out of which:
01: Resigned, 02: Have been asked to leave
How many employees would be included for calculation attrition?
Reply: - Your question is on "Attrition Calculation" and not on "Attrition Analysis". I wish you had given correct sub-heading. Reply to your question is 3 employees. Attrition calculation would be (3/10)*100
Earlier I have given exhaustive reply on Employee Attrition Analysis. Click the following link to refer it:
https://www.citehr.com/519562-employ...ml#post2211229
Final Comments: - Well gentleman, you have asked the query on HR topics. Nothing wrong in asking as such. This forum is meant for that. Nevertheless, propriety demands giving background about oneself. What is the nature of your industry, what is your designation, why you are asking these questions and so on? Far from giving this information, you have even concealed your identity. Can members of this forum know the reasons for the concealment of the identity? Is the dignity of the respondents not at par with you?
Thanks,
Dinesh Divekar
+91-9900155394
8th November 2017 From India, Bangalore
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