Replies to questions are as below:
Learning and Development:
1. How do you evaluate training effectiveness, and what is the cycle followed for the same? Please specify differently for Internal and External Programs (Feedback Forms - Online/Offline).
Reply: Earlier, I have provided an exhaustive reply on the subject of employee training. You may click the following link to refer to it: [Training and Development - Soft Skill](https://www.citehr.com/523786-training-development-soft-skill.html#post2222367)
Secondly, feedback forms, whether offline or online, do not matter. Please remember the proverb "black hen gives white egg." What matters is whether learners implement the learning or not and whether a positive change in the organization was brought about or not.
2. Who fills the feedback form (Trainee/Trainer/Senior), and when is the feedback form filled (30-60-90 days)?
Reply: Feedback on the training may be obtained from both learners and the trainer. The former may fill the form on the quality of the training, whereas the latter may fill the form on the quality of participation, absorption level, inquisitiveness, argumentativeness, and the disturbance caused to others because of telephone calls, etc. After three, six, nine, or twelve months, learners may provide details of implementation like how they implemented the training, where they implemented it, when they implemented it, what ratio increased or decreased, what cost was decreased, etc. Well before the training program, the cost per trainee may be estimated, and learners may be told to prove the ROI after a certain period of time. This will bring accountability to the learners.
3. If the post-training evaluation scores for the trainee/employee are not at par, what is the course of action taken to improve the score?
Reply: It depends on when you do the evaluation. Secondly, please explain what you mean by "the scores for the trainee/employee are not at par."
Whether the score is at par or not, you conduct the training to bring organizational change or reduce some cost. If a positive change has happened, then the mismatch in the score does not matter.
Attrition Analysis:
1. If we have 10 employees who have left the organization, out of which: 01: Resigned, 02: Have been asked to leave. How many employees would be included for the calculation of attrition?
Reply: Your question is on "Attrition Calculation" and not on "Attrition Analysis." I wish you had given the correct sub-heading. The reply to your question is 3 employees. Attrition calculation would be (3/10)*100.
Earlier, I have given an exhaustive reply on Employee Attrition Analysis. Click the following link to refer to it: [Employee Turnover Report](https://www.citehr.com/519562-employee-turnover-report.html#post2211229)
Final Comments: Well, gentleman, you have asked the query on HR topics. Nothing wrong in asking as such. This forum is meant for that. Nevertheless, propriety demands giving background about oneself. What is the nature of your industry, what is your designation, why are you asking these questions, and so on? Far from giving this information, you have even concealed your identity. Can members of this forum know the reasons for the concealment of the identity? Is the dignity of the respondents not at par with you?
Thanks,
Dinesh Divekar
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