Measuring Technical Training Effectiveness - process of fully implementing & integrating a competency-based HR management

Hi all, I am a Training supervisor in a company working in the FMCG industry. we're in the process of fully implementing & integrating a competency-based HR management system. Part of this process is definitely affecting the Training & Development department, so we'll start using the competency assessment form as a way to get the training needs for soft skills training and then measuring the employee development/training effectiveness after appropriate time.

However, the challenge I am really facing now is to develop another assessment form to measure training efficiency for technical/functional training (non-competency ones) may be 2 months after. we need this form to be filled by the employee's direct manager/ supervisor and we need it to be somewhat simple and direct as the maturity level in the organization is still in its early stages, so any ideas?

Dear Shady,

Recently there was a question on one of the groups of Linkedin. The question was as below:

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What is the ideal time period between the steps of the Kirkpatrick model? Thank you for your comments.

I gave the following reply: -

The four levels are of the Kirkpatrick model are:

------reaction
------learning
------behaviour
------results

"Reaction" should be measured immediately after the training. We take the feedback at the end of the day. This is what this level is.

You can conduct some tests at the end of the course or a week/fortnight after the training course. The marks scored will show the "learning" by the participants.

"Change in Behaviour" we measure by checking reduced job errors, increased customer satisfaction, increase/decrease in operations ratios. To measure this phase it will require at least 3 to 6 months.

When you measure the change in behaviour, you can measure "results" immediately. The results will be well evident.

I don't know what country you are from but I did not find many Companies or Training professionals bothering to go beyond level 1. Of course, my comments are India-specific.

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Hope my above reply will solve your query. While conducting the training, tell the participants on what parameters their performance will be measured. But then this is Level III. Before this, it would be better if you conduct the post-training test which is Level II.

Thanks,

Dinesh Divekar
+91-9900155394

Dear Dinesh,
Thanks alot for your response, I am from Egypt. And yes I read you response before. Here in my company we're in conducting level I assessment for reaction. and Level II for learning whenever possible.
However what I am really looking for is reaching Level III of assessing the change in the behaviour, and for us here we're able to do it in competencies related courses, but when it comes to technical ones here is the challenge, we are thinking of a generic form to be filled by the direct manager or supervisor of the traniee to assess the change in behaviour, do you have any such form that you can share with me ?? cause we don't want to to go for developing a specific form for each course.
Thanks,
Shady Nabil

Dear Shady,
For Level III assessment, you need to check the various operational ratios. When I say operational ratios I mean to say for example, no of defective pieces produced, job error rate etc. For Purchase Department it could be various inventory ratios. Level III is for measuring the output and this output decides the change in behaviour.
Secondly, for this technical training you need to have a separate form to measure the effectiveness of Level III. Everything cannot be generic. When you say 'generic', that generic aspects you have check in feedback by the participants and post-training tests.
Ok...
Dinesh V Divekar

Hi there,
You cannot measure technical training effectiveness without having criteria, what are the criteria that your measuring against. Define the scale of the criteria 1-5. Conduct a test and give grades and then from the grade determine what is the gap between the required level of knowledge and the level available. Once you know it then you can do the necessary training to close the gap.
I would like to elaborate more on the generic part mentioned previously. Am assuming that you have already defined these generic aspects which means that you expect all employees to have but then again you need to have more specific criteria based on the job. For that you need to go back to the job description to determine