Measuring Trainer and Trainee Productivity: How Do You Track Success After Training?

Hi Friends, can anybody tell me:

Calculating the Productivity of Trainers

1. How to calculate the productivity of trainers who are working down the line?

Calculating the Productivity of Participants

2. How to calculate the productivity of the participants who are being trained?

Regards, Aqil Imam

Paragraph-wise replies are as below:

1. How to Calculate Productivity of Trainers
Increase in efficiency of the participants after the training is the effectiveness of the training professional. However, there are some glitches like participants' motivation, trainability of the participants, etc.

2. How to Calculate Productivity of the Participants
Quality of the services provided before training and after the training is the measure to calculate productivity of the participants. Another way to measure efficiency is the operational ratios of that department.

Ok...

Regards,
Dinesh V Divekar

For the evaluation of the trainer, you can have the training feedback form filled out by participants.

To evaluate participants, you can monitor their productivity and motivation, use a questionnaire, conduct a test/discussion to assess if learning has taken place, or determine if all efforts are wasted. Before conducting this exercise, you should assess the participants' level of understanding and their bandwidth for learning. These exercises are well-planned.

Regards,
Rashee

"Training Feedback" is quite a basic way of measuring the effectiveness of a trainer. There are scores of trainers who excel at managing feedback, but their training does not always result in improved business performance. An increase in revenue or a decrease in operational expenditure is the most reliable way to measure the effectiveness of training. However, not many HR or training professionals are aware of how to measure the impact on revenue caused by the training. Even those who undergo Train the Trainer (TTT) programs from prestigious institutes often lack proficiency in the commercial aspects of training.

For Aqil: The response is detailed, and it is not feasible to provide the entire content here. It may be beneficial for you to undergo TTT to address your query.

Best regards,

Dinesh V Divekar

Dear Aquil Imam,

You are aware that generally there are two types of training: Technical and Non-Technical.

While technical training deals with knowledge and skill, non-technical training largely deals with attitude/behavioral training.

It is relatively easier to assess the knowledge and skill gained. However, to assess this, it is important that the training content is analyzed thoroughly before the conduct of the training. In other words, what do you expect the training to deliver or what do you expect to improve? If this is assessed prior to the training (for example, the Quality Rating - QR, Overall Equipment Efficiency - OEE, Machine Availability - MA, Performance Efficiency - PE, On-Time Delivery - OTD, First Pass Yield - FPY, etc.) and after the training, you will be able to determine the effectiveness of the training. You should aim at making an objective assessment rather than a subjective assessment.

Non-technical training is generally assessed more subjectively, and the best person to give you the feedback will be the boss and information through the grapevine from peers.

In short, the effectiveness largely depends on the training content.

Assessing a trainer on technical grounds is easier. On the above count, if the parameters identified by you have improved, then the trainer is effective.

It requires extensive work to make a real assessment.

Regards,
M.V. Kannan

Dear Aquil Imam,
In order to calculate post-training productivity, you must have pre-training statistics. For example, before training, the ratio for defective goods was 10:1000 (for every 1000 outputs, 10 outputs had defects). This would have resulted in production loss, man-hour loss, and ultimately revenue loss. However, after training, the ratio improved to 1:1000. The difference would then represent your improved performance.

In other words, you need to know where you stand today to be able to measure the difference when you reach your desired position.

Regards,
Autumn Jane

Dear Aqil,

Measurement of trainer effectiveness and participant improvement ultimately depends on the quality of metrics your organization captures as part of Performance Management and Competency Development. You need to know what you are training for and the expected outcomes. If the performance of each category of employees is measured in quantifiable terms, such as the ratios mentioned by Kannan and Jane, then the post-training improvement can be assessed over a period of time, such as 4-12 weeks, by comparing pre-training and post-training production data.

Secondly, for subjective parameters, metrics can be put in place provided you know the relationship between the parameter and the expected output in measurable terms. For example, for Telecallers/BPO staff, call quality is based on the number of calls needed to address/resolve customer complaints, time taken to resolve the issue, the number of times the matter was escalated, etc.

At the end of the day, training effectiveness can be measured effectively if you have the following in place:

1. Measurable performance/output metrics
2. Historical data for at least 6 months for comparison
3. Employee awareness about the metrics
4. Daily and consistent recording of such information
5. Comparison of data at regular intervals
6. Company-wide drive to consistently improve on past performance
7. Develop and implement suitable and relevant interventions as soon as performance issues are noticed
8. Evaluate trainers thoroughly and check for validation of their services empirically

I hope this has clarified to a certain extent your queries. Please feel free to contact me should you require any assistance/service.

Warm regards,

Shashidhar K

Feedback Forms and Training Effectiveness

Feedback forms are important and help in judging the reaction of the trainees, but they are not a great tool to measure the effectiveness of training. Google Kirkpatrick's 4 levels of training evaluation. It will really help you.

Hi there All, I would like to thank all the seniors who have contributed valuable information on evaluating productivity. I would like to add one comment that the seniors might have missed: training evaluation forms differ from one industry to another, and it depends on how effectively the company uses them. However, I have found the following method included in the training evaluation form very effective.

Pre-Training

- Outline what the objectives of the course are.
- Outline the applied knowledge obtained from the course.
- Outline what the benefits of this particular course are to the business.
- After attending this program, how would it help the employee achieve their objectives?
- After the training, you need to evaluate the employee for at least up to 2 months to affirmatively know that they have benefited from the course.

Post-Training

- Is the employee applying the knowledge obtained from the course?
- Was the objective of the training course achieved from the performance of the employee?
- Is the information and applied knowledge practical and beneficial to the business?
- Would you recommend someone else in the organization to attend and benefit from this program?
- Has this program helped the employee achieve their annual objectives?

I hope the above notes may help you in your approach to evaluating training in your organization. However, should you need help in developing a training evaluation form, do not hesitate to contact me.

Training Feedback: A Basic Measure

"Training Feedback" is a rather basic way of measuring the effectiveness of a trainer. There are numerous trainers who excel at managing feedback, yet their training often fails to translate into improved business performance. The true measure of training effectiveness lies in the increase of revenue or the reduction of operational expenditure.

However, many HR and training professionals are unaware of how to measure the impact on revenue resulting from training sessions. Even those who have undergone Train the Trainer (TTT) programs from reputable institutes often lack proficiency in the commercial aspects of training.

Understanding Train the Trainer (TTT)

Regarding your query about TTT, it stands for Train the Trainer. I recommend exploring this avenue further to gain a deeper understanding.

Regards,
Dinesh V Divekar

First of all, we will take a report from every individual about their feelings on this training. Then, based on the report, we may assign some responsibilities to assess the productivity in terms of benefits to the organization.

Regards,
Basanta

Hey dear, you must have a pre-training performance report of your employee. You can simply check with the post-training performance. You will come to know where they have shown any productivity or not. Otherwise, ask them how they use the knowledge they learned in the training program and how they apply it back in their job.