Struggling to Measure Soft Skill Training Gaps? Need Help with Calculations and Scales!

Dear Friends,

I need to measure gaps for the soft skill training that took place a couple of days ago. Since I am quite new, I need some help on how to measure gaps for soft skill training. Up to now, I have collected the self-appraisal before the training and also the feedback immediately after the training. Additionally, I need guidance on how to calculate percentages and what scale to use.

Please, please, please help.

Adi

Dear Adi,

Implementation of the learning is quite challenging. It is possible provided learning is taken seriously in your organization.

Soft skill training programs do not succeed if there is no follow-up from the managers of the participants. Do the managers know what is being taught to their subordinates? Do the managers use the key phrases that were taught to their subordinates in the training program?

You can do one simple thing. Based on the objectives of the training program, conduct the appraisal of the participants. First, let the participants do the self-appraisal. Later, let the managers of the participants do the appraisal on the same points. The average of the two would decide the learning outcome of the program.

If you have any doubts, call me on my mobile.

Thanks,
Dinesh V Divekar
+91
dineshdivekar(at)yahoo.com

Dear Dinesh,

Thank you very much for your response! It's great to finally hear back from someone in the forum.

1. I have noticed that the team leaders are not actively involved in training their subordinates, even though they had agreed on the training needs based on their subordinates' self-appraisals. The team leaders seem to only inquire about the type of training provided by HR and do not observe any significant changes in their subordinates after the training sessions.

2. How should I provide the ratings? Should they be in grades and then converted to percentages? Or do you have a questionnaire for this purpose?

Thanks again!
Adi

Dear Adi,

Call me on my mobile. Typing the whole thing is a little tedious.

Thanks,
[DVD]

Dear Dinesh,

Thanks a lot!!! At least someone from the forum replied.

1. I don't see the team leaders getting involved in their subordinates' training, whereas they agreed with their subordinates' self-appraisal and training need. They were sent for training, but all the team leaders say is, "What kind of training did HR send him?" They don't see any change.

2. How do I give the rating? Should it be in grades and then converted to a percentage? Or do you have a questionnaire for this purpose?

Thanks again!
Adi

Hi,

The measurement tool will depend on the training conducted. Therefore, what we may have might not suit your requirement. Please let me know the course, and I will see if I can help.

Dear Adi,

Incorporate some activities that can help you assess where your trainees stand at the beginning of the session. This should preferably be done after a day when the ice is broken amongst the trainee group and the trainer and trainees.

Conduct the same modified activity again somewhere in the middle of the session and finally at the very end. This will enable you to define and check the effectiveness of your training as well as the skill enhancement in the trainees.

Probably if you mentioned what kind of soft skill training you are conducting and in which industry type, I could give you more details.

Regards,

Gogo.

Dear Adi,

Please call me on my mobile [phone number]. We are both from Bangalore, so contacting me should not be a problem for you. Please avoid calling me on the 16th or 17th of July 2008 (Thursday or Friday) as I will be busy with my training activities.

Thanks,
Dinesh V Divekar

Dear Dinesh,

Thank you so much for your response! It's great to hear from someone on the forum.

1. I notice that team leaders are not actively involved in their subordinates' training, even though they agreed with their subordinates' self-appraisal and training needs. The team leaders only inquire about the type of training HR sent them for and do not observe any significant changes.

2. How should I provide the ratings? Should it be in grades and then converted to a percentage? Or do you have a questionnaire for this purpose?

Thanks again!
Adi

Dear Friends,

These are some of the trainings being conducted in my organization. If anyone has any measuring tools, please forward.

1. Time Management
2. Teamwork
3. Presentation Skills
4. Office Etiquette/Decorum
5. Managerial Effectiveness
6. Negotiation Skills
7. Interpersonal Relationships
8. Performance Appraisal
9. Counselling
10. Problem Solving
11. Conflict Resolution
12. Communication: Verbal
13. Communication: Business

Thank you, thank you, thank you.

Adi

Do not take instant feedback as it will be of no use. Give your trainees some activities related to their work that require the use of the skills they have acquired in training. Take the feedback after this and take care to ensure that they are not expected to write their names on the feedback sheet. In case you need to keep track of whether they have all given their feedback, you could take a sign-off from them. The feedback should be taken after you address them and inform them that this is to improve the training; therefore, they should be candid about it. This is one of the most effective forms of gap and need analysis. Then you could keep an eye on their performance with the help of their managers (probably provide them with a set of guidelines which they need to follow while monitoring their team members' performance). After the stipulated period, you could conduct a review with the managers and the gaps will be automatically identified. Hope this helps.

Regards, Gogo

Dear friends,

I am working on a concept called self-managed teams. For that purpose, I wanted to have an idea on how I can go about with the skill development/skill enhancement part. What are the various measures that I can use? If you have any idea/document related to multiskilling or skill enhancement, please help.

Eagerly waiting for your reply......

Regards,
Swati:huh: