Dear friends,
I found *Training Feedback Form* attached on one of the posts of the WA group. Along with the attached file, I am sending my reply to the poster. It is as below:
+++++
xxxxx,
With more than one and half decade in the field of training, I say with complete conviction that the "Training Feedback Form" that you have provided is one-sided one. Neither it takes into account learner's behaviour nor his/her willingness to learn. Therefore, following points also merit their inclusion:
a) I was completely concentrating on the discussion at hand.
b) My participation was wholehearted. I completed the exercises or case studies during the training.
c) Senior authorities in my company, my customers, suppliers etc. did not disturb me. I was not forced to take their calls.
d) I returned on time after the tea or lunch break. I did not take extended breaks.
e) I reported to the training venue in time. I was not late. I did not pester the trainer to leave early.
My experience shows some of the participants behave as if they were "VIPs". They pretend that they are more busy than their MDs. However, at the end of the session, most of the HR just take feedback on the trainer, his/her delivery style, content etc. Most of the HR are reluctant to feedback from the trainer on the quality of the participation. Sooner they stop living in the false word the better.
In the last 10 years, in as many training programmes that I did, hardly 1-2% of the training programmes started on time. Sometimes, training programmes started as late as 30 minutes however, neither HR nor participants showed any trace of remorse for the delayed start. Who takes accountability for this delay?
Employee training is conducted for the employees. It is conducted for the development of their organisation. Therefore, sooner HR gives primacy to assessing the participants than the trainer the better.
+++++
Thanks,
Dinesh Divekar
I found *Training Feedback Form* attached on one of the posts of the WA group. Along with the attached file, I am sending my reply to the poster. It is as below:
+++++
xxxxx,
With more than one and half decade in the field of training, I say with complete conviction that the "Training Feedback Form" that you have provided is one-sided one. Neither it takes into account learner's behaviour nor his/her willingness to learn. Therefore, following points also merit their inclusion:
a) I was completely concentrating on the discussion at hand.
b) My participation was wholehearted. I completed the exercises or case studies during the training.
c) Senior authorities in my company, my customers, suppliers etc. did not disturb me. I was not forced to take their calls.
d) I returned on time after the tea or lunch break. I did not take extended breaks.
e) I reported to the training venue in time. I was not late. I did not pester the trainer to leave early.
My experience shows some of the participants behave as if they were "VIPs". They pretend that they are more busy than their MDs. However, at the end of the session, most of the HR just take feedback on the trainer, his/her delivery style, content etc. Most of the HR are reluctant to feedback from the trainer on the quality of the participation. Sooner they stop living in the false word the better.
In the last 10 years, in as many training programmes that I did, hardly 1-2% of the training programmes started on time. Sometimes, training programmes started as late as 30 minutes however, neither HR nor participants showed any trace of remorse for the delayed start. Who takes accountability for this delay?
Employee training is conducted for the employees. It is conducted for the development of their organisation. Therefore, sooner HR gives primacy to assessing the participants than the trainer the better.
+++++
Thanks,
Dinesh Divekar
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