How Can We Effectively Measure Training Impact on Employee Performance in a Bank?

Hi all,

I would like to get an idea about how to conduct training and evaluate its outcome. Although we have different methods of identifying training needs and conducting programs, we don't get the best out of it. For example, Training Needs Assessments (TNAs) and Competency Mapping provide a platform to start training. However, when it comes to evaluating the training outcomes, it is difficult to measure the performance of the participants.

What is the method to ascertain the direct relationship between training and performance, and how do you apply it for a bank?

For evaluating training outcomes, we find the Kirkpatrick Four Level Model the most useful. Basically, the four levels of evaluation are:

Level 1 - Reaction

How did participants react to the program?



Level 2 - Learning

To what extent did participants improve knowledge and skills and change attitudes as a result of the training?

Level 3 - Behavior

To what extent did participants change their behavior back in the workplace as a result of the training?

Level 4 - Results

What organizational benefits resulted from the training?

You can find out more about evaluating training effectiveness at

http://www.businessperform.com/html/...ffectiven.html

When you say that it is “difficult to measure the performance of the participants”, you seem to be referring to a Level 3 evaluation. Without a lot more detail, it is difficult to give a view on how best to assess performance following training. Generally speaking, achieved skill levels may be assessed by:

-the individual supervisor

-the supervisor's manager

-a multi-rater instrument (e.g. 360-degree, appropriate for soft skills)

-a competent internal workplace assessor

-a competent external workplace assessor

-an online assessment tool

Which is best for you will depend on your level of resources, your level of internal expertise and the level of exactitude required.

You also mention undertaking training needs analyses and conducting training. To help organizations do these in a way that aids with later evaluations, we have written a guide. You might want to have a look at our eBook From Training to Enhanced Workplace Performance at http://www.businessperform.com/html/..._transfer.html

I wish you the best in finding a solution.

Vicki Heath

Human Resources Software and Resources

http://www.businessperform.com

The Kirkpatrick model is something difficult to implement in practice. It would be better to develop a Training Feedback Format for different levels separately for hard and soft skills training. Although it is time-consuming, it can yield better results in the long run.

Regards,
Choudhury S

Hi,

How to provide training to salespeople for 25-30 individuals? Additionally, if their performance is poor, how can we correct and develop it?

Regards,
Praba

Hi,

This is in addition to what Vicki Heath has told you. Try to work out a basic ROI model for your training evaluation. It is time consuming so what you need to do as a start is concentrate on two to max three parameters which are affected directly by the training. You have not mentioned the kind of training and the target audience so I can't suggest parameters, but I am sure you can work them out. Remember, do not look at more than three parameters; actually try just two to begin with.

Also do this only for training programs that are more than 15 days in duration and are of immense importance according to your corporate strategy.

look at all the costs involved including the opportunity costs of employees attending the training. compare them to financial benefits resulting from their performance post training. Benefits not only mean higher productivity but also reduction in errors ( so better quality) so be judicious in measuring the same. Prepare a template in MS Excel if possible to put in the values. Then calculate the ROI using the formula

ROI(%) = ( Benefits-Costs X 100) /Costs

i.e [(monetary benefits – cost of the training) / cost of the training] x 100

Hope this helps you prepare a swell Training Evaluation report for your manager.

Regards

Monoswi

Hi,

One of the best and well-known training evaluation models is Kirkpatrick's model. You can type this as a keyword in the above "Quick search" box or in Google.

Regards,
Sathyamoorthy Iyer