Evaluating Trainer Skills: Can You Share Effective Formats or Forms?

Dear Al,

Can you all assist me in getting formats or forms wherein parameters are set to evaluate the Trainer's skills?

Thank you in advance. Have a nice day.

Regards,
Nidhhi

Hi Nidhi,

Did you get any information on this? I don't see anything. If you do have something, please let me know as I'm looking out for this know-how.

Thanks and have a great day!

Savita Iyer

Dear Nidhi,

If you are looking at the presentation skills of the trainers, it will be as follows:

1. Body Language
2. Voice Modulation
3. Eye Contact
4. Touch Turn Talk
5. Posture
6. Content or Knowledge
7. Interaction/Participative Approach
8. Fluency of Communication
9. Energy Level
10. Effective Usage of Space (in the podium)

You can rate the trainers on a scale of 1-10. However, experience and knowledge about the do's and don'ts in training are required while rating, hence rating should be done by a Senior Trainer. It is also advisable to get the rating done by two or three trainers.

Hope this info is of some use to you. If there is more clarity on the purpose of assessment, you will definitely get more answers from Cite HR.

:icon1:

Dear Nidhi,

I beg to differ with Anuradha. What matters is the trainer's ability to increase revenue. Everything else is secondary.

I have come across trainers who are very poor in the parameters mentioned by Anuradha, but because of their training, business increased. So what is important to you - revenue or body language of the trainer, please decide.

Newcomers concentrate on secondary aspects leaving aside business aspects. There were situations wherein all the participants gave "Excellent" feedback on all the parameters of the feedback form. But hardly their training could add any rupee to the balance sheet because there was no change in methods of operations after the training.

Please remember the good old proverb - "a talking parrot flies little".

The effects of training depend on many factors - your management, organization culture, HR/Training Department's interest, Competence of HR/Training personnel, interest of the participants, and finally the trainer.

Competence of the HR/Training personnel matters a lot to succeed in training and not the trainer's ability. I have come across HR/Training Directors who could not do Training Needs Analysis (TNA) of their organization. How many HR/Training personnel are competent to formulate objectives of a training program without taking help from Google?

Regards,

Dinesh V Divekar

Dear Sir,

Thank you for your valuable input, and I totally agree with you. However, as mentioned in the beginning of the email, I have specified that the parameters given measure the presentation skills of trainers and not training effectiveness. The parameters to assess trainers' effectiveness are entirely different.

Regards

Good morning all,

Great to hear all that feedback from everyone. While it sparks a lively discussion, I'm afraid it hasn't addressed my concerns. So, I would like to redirect your attention to my current query.

I need to create the following for an organization (I'm a freelancer):
A) Some kind of benchmarking for trainers at lower levels to work towards upgrading themselves (this should start from the entry level onwards).
B) Then, a grid to evaluate them and determine if the upgrade has been achieved.

As far as I know, I don't think this kind of system is currently in place. However, if any of you can add value, it would be greatly appreciated. This is urgent!

Thanks, and have a great day, everyone!

Savita Iyer