Dear Harshini, you may measure the training effectiveness under the following parameters:
Coordination
Training effectiveness can be measured on the following counts:
a) Reduction in consumption of resources because of improved coordination or
b) Reduction in process turnaround time due to improved coordination in the department or between/amongst the departments.
Observation
You cannot conduct the training on observation as such. However, visual inspection is an important activity in quality management. Training effectiveness can be measured by measuring the number of non-compliances detected in visual inspection after the training.
Planning
Training effectiveness can be measured on the following counts:
a) Reduction in time overrun of the projects after the training and
b) Reduction in cost overrun of the projects after the training.
Decision-making skills
Training effectiveness can be measured by:
a) Improved index of decisiveness after the training
b) Reduction in cost of poor decisions after the training
Final comments
You could have given a little more information about yourself, like your designation, nature of your industry, etc. Training effectiveness cannot be measured because of the faulty Training Needs Analysis (TNA). Anyway, you have thought of the measurement of the training effectiveness well at the time of TNA itself. It is appreciable. Before conducting the training, you must design a goal statement for each training that has a measurable and tangible part. What needs to be increased or decreased must be told to the participants well before they enter the training hall. They also should be told when the measure of training effectiveness will be done, how it will be done, and what could happen if the training did not give satisfactory results.
Thanks,
Dinesh Divekar