How Can We Effectively Evaluate Employee Training in Our IT Firm? Seeking Suggestions and Formats

We are a medium-sized IT firm. Our employees have recently taken training and after the completion, it is time to evaluate the effectiveness of such training.

Please help me with some suggestions and forms regarding how to evaluate the effectiveness of the training session. I want some information on how we can assess the knowledge of the employees who have taken training. What points can we include in the forms so that we can assess it?

Please help me with a format containing this aspect. Please provide a proper guideline.

Dear Madhu,

You should have thought of post-evaluation before conducting the training and not after it. Most of the HR and Training managers fail over here. Conducting training or getting the training done is not a challenge. The real ability of the trainer lies in designing pre-training and post-training evaluation. It is the duty of the training agency that conducted the training to do this job. Approach them. If they are not able to do it, then go back to the objectives of the training program and design the post-training evaluation questionnaire.

Thanks,
Dinesh V Divekar

The fruits of a training program cannot be measured overnight. Nobody expects a person to undergo a 10-day course and immediately rise in their competency level for that particular skill. An analysis of "Held," "Required," and "Gap" needs to be done before the training to measure the intensity of the training that the candidates need to undergo. A training program must be the outcome of such an analysis.

Well, even if that was not done, we can still compare the training content to its applicability quotient. What I mean is how close the content was to what is expected in the job and how much hands-on experience was included.

Regards,
Ramesh Iyer