Dear All,
We conduct soft skills training for students persuing management course. We want to evaluate the effectiveness of the training over a period of 2 years. We are also supposed to evaluate each and every student and assign him/her marks based on their performance. Unlike other subjects in soft skills we cannot have standard question paper based examination. Can anybody suggest parameters for evaluating the students and the training. I would appreciate if you can think of various instruments that can be used to evaluate students. The topics that we cover are business communication, interpersonal skills, time management, stress management, leadership skills, team building, group discussion skills and interview facing skills.

360 degree feedback would work for some of the categories.
Do before and after, then compare.
You could structure your training to test individuals before you conduct the learning aspect. Then use a similar routine at the end.
I guess it depends on the budget you have available

From United Kingdom, London
Have you every considered using a 360 degree feedback form to be completed by each of your students on each other at the conclusion of the training session.
From Canada, Ottawa
a bit too late for this reply ut here it is.

Soft skills in my opinin are the most difficult to evaluate whether it is pre and post evaluation but the can be evaluated.

To begin with there are paper pencil tests which can be bought off the shelf to do a scientific evaluation of the soft skills. For a more elaborate evaluation you can tie up with some of the consultancies which provide such training and have validated tests. These could range from Role plays to paper pencil, games etc. (all can be quantified)

If you want to make it inhouse I would suggest we list down the objectives and then come up with parameters with which one can evaluate them. Not that iam shirking from giving parameters but it would be more beneficial if they come from the specific objectives

In my opinion training evaluation does not end at your campus. Apart from the evaluation done in controlled environments in the campus you should have some way of tracking students moving into the corporate world. Sometimes the initial interview hit ratio may be an imndcation but a in isolation a false one....

Hope this has been of some use?

From India,
Dear friend,

There are many standard formats for collecting and evaluating feedback and for measuring effectiveness (of learning, process) - but most of them are to reinforce the confidence in the process or the organizer or the trainer and sometimes for measuring or monitoring the learning that is expected to take place and retained after a period.

In any case, it has to be incorporated well in advance into the design of the training and need to be followed up well after the trainers and trainees have gone back to their respective worksites.

For your reference I am mentioning the list of the interested parties:

1. Trainer

2. Training manager.

3. Trainees.

4, Boss or team members of the trainee.

5. CEO or Training Head or HR Head.

6. Finance or any other expense approving authority.

7. Subordinates,peers and family members of the trainee.

The last group may seem to be unusual, but for the programmes related to inter-personal relations, assertiveness, family/work balance, Stress management, retirement, induction training,etc.

Please also remember the funny realities: most people forget the name of the trainer(s) after listening to him for a few hours/days. Many also forget the course name or fail to locate the course materials after a week. So provide all information to the person while sending forms and seeking inputs. It is common that the facilities do not function in time of presentation and course objectives need to be changed in between for many reasons. So keep provisions for such eventualities. Add two points on refreshments and accommodation in the feedback - as many people like to write a special note this if not included in the form.

Hope others will provide you additional points. I do have a few formats and they are available on request.


From Brazil, S„o Paulo
Hi Unknown,
Soft skill training's effectiveness can not be judged immidiately after it's completion because you can't change anybody's behaviour and attitude by training him/her for a few minutes.
The best way to judge it's impact is by defining parameters in terms of the kind of training and evaluating the trainees against them by conducting 2-3 follow up sessions. As then you can actually observe the change in behaviour / attitude of a person( some time should be given to trainees to implement the thoughts imparted to them during training).
I hope you understand the idea behind my statements.
Best Regards,
Upasna Kaushik

From India, Delhi
Dear Guest,
We at our organisation using the following evaluation criteria for measuring the training effectiveness and this is really working and do not involve much investment.The criteria is as follows;
1.For every module we have already developped a controlled subject matter which is timely updated by the concerned champions.
2. We have also developped pre and post questionnares for these modules
To measure the effectiveness we closely watch the results of pre and post and after fifteen days we organise the session of same topic and the participants have to present the same.
Then on the basis of joint evaluation of performance we certify there skill matrix.
Hope the above will help you.
Ashok Kumar

From India, Gurgaon
can you tell me how can i implement the 360 feedback to evaluate the training? thank you.. because this far i just know that 360 feedback for job performance.
From Indonesia, Bandung

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