Effectiveness Of Training - Training Session

I use to end my many training sessions to improve the effectiveness of training. The story goes like this:

There was a small town where one person was engeged in catching birds and selling in the market.

One day one Saintly person came and asked the bird seller the procedure for catching the birds. After purchasing all birds he went to his ashrama. He could communicate with birds and hence told them that he would like them to be trained so that they are not caught again and they continue to enjoy their freedom. He assured them to give them fruits and water and also limited freedom during training.

The Saint gave three lessons:

a) IGNORE THE GRAIN SEEDS

b) IF YOU CAN NOT IGNORE AT LEASTR DO NOT EAT GRAIN SSEDS.

c) IF YOU CAN NOT OVERCOME YOUR DESIRE TO EAT SEEDS BE CAREFUL.

After training the saint liberated these birds.

After some time the bird seller agsin came and succeded in catching a few birds in his net. The Sait came out and the birds started repeating the lessons. One bird asked him as to why they again got caught in the net.

The Saint answered " YOU DID NOT IMBIBE THE LESSONS BUT ONLY DID MECHANCAL REPITIONS TO MUG UP THE LSSONS"

Anil Mulye

hi.wat a gud msg in such a small story!!!!!!!!!!!!!!!!!!
but at times i wonder that the lessons learned during classes should be remembreed word to word or not.im serious.plz repply if u read this as i always feel that do companies ask for theory in all subjects.or wat .im a student doing my m.a. in industrial psychology. :D

What are various (Practical) methods to measure training (After 1 month of imparting) effectiveness. Pls don't discuss Kirkpatrick Model.

Dear Kings,
The dillema of using or forgetting training inputs is age old. In my opinion what needs to be noted is to gain the knowledge during training. Theory and practice go together. Practice without theory is like driving at 90mph with headlights off on a busy road in a dark night. The training effectiveness can be measured immediately after training session by assesing the level of understanding of new inputs through well designed post training test. The Manager of user department has also to ensure that the staff is posted where he is trained. It has been our experience that the quality of work and rejection rates of cetain claims forms had drastically reduced after training. What is important is a co-ordinated approach between Management, Trainers and Users. A word of cautions, a training should not be an Activity of Sparables, By Sparables and For Sparables. Resposibility of deriving post training venefits lies squarely on all the users of traing facility.
Anil Mulye

Dear Libran72,
I have partially covered your querry in my earlier post. I would hasten to add that a practice of feedback from User Department on the effeciveness of training on the basis of changed attitudes, level of accuracy, time cutting in task completion etc. can be asked for. It is possible to measure the tangible and intangible benefits by introducing rating system consisting of five ratings. Little efforts would help and yield the desired results. On your part you may make an attempt by selecting a specific training programme for this purpose. I am available to provide you required support through this august forum.
Anil Mulye

Dear Friend,
Post -training simulation is the closest accurate analysis to the overall impact & the grasping of the matter by the trainees.
However I feel that a simulation should not be restricted to only written tests.Practical training of some kind should be designed and a specified period stipulated for the same.
In this long-term period for practical application of the trained matter, certain activities which are related to thier profiles & work types should be given for analysis closer to accuracy of understanding.
This has to be done with the help of the Head of the Trainees' department for better effectivity.
Try this-it works!