Hi All, I have recently conducted an in-house training program on soft skills in my company. I am quite confused about the terminologies of feedback/evaluation and the effectiveness of the training program and when it should be assessed.
Feedback and Evaluation Timing
When should the training feedback be obtained from the participants? How and when should the effectiveness of the training program be measured?
Purpose of Feedback and Evaluation
What is the purpose of gathering feedback and evaluating the effectiveness of the training program? How does it contribute to improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Nagpur
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1Feedback and Evaluation Timing
When should the training feedback be obtained from the participants? How and when should the effectiveness of the training program be measured?
Purpose of Feedback and Evaluation
What is the purpose of gathering feedback and evaluating the effectiveness of the training program? How does it contribute to improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Nagpur
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Hi Trg feedback is taken at end of training session from the participants. Trg effectiveness is how the trg has helped the participants improve in their job role. Rgds
From India, Madras
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From India, Madras
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Training Process for Soft Skills
The process for any soft skills training (or any training, for that matter) is as follows:
1. Training Need Analysis (TNA)
2. Training Content Streamlining, based on TNA & Participant Profile.
3. Training Conduct
4. Feedback on Trainer/Training
5. Post-Training Feedback on Efficacy
The Training Efficacy feedback should ideally be taken 2-4 weeks after the soft skills training. This ensures the participants have the opportunity to implement the training tips. It is important for participants to provide logical feedback only after they have had the chance to apply the training.
The feedback received will be helpful in tweaking future programs and making suitable changes for the concerned audience or others. The feedback form needs to be carefully designed with open and closed-ended questions. Feedback from supervisors (to the participants) must also be received for optimal understanding.
For any further clarity, you may reach us at [Phone Number Removed For Privacy Reasons] or [Email Removed For Privacy Reasons].
Regards,
Mohit
I have recently conducted an in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and the effectiveness of the training program and when they should be assessed.
When should the training feedback be collected from the participants? How and when should the effectiveness of the training program be measured?
What is the purpose of collecting feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Mumbai
Acknowledge(0)Amend(0)
The process for any soft skills training (or any training, for that matter) is as follows:
1. Training Need Analysis (TNA)
2. Training Content Streamlining, based on TNA & Participant Profile.
3. Training Conduct
4. Feedback on Trainer/Training
5. Post-Training Feedback on Efficacy
The Training Efficacy feedback should ideally be taken 2-4 weeks after the soft skills training. This ensures the participants have the opportunity to implement the training tips. It is important for participants to provide logical feedback only after they have had the chance to apply the training.
The feedback received will be helpful in tweaking future programs and making suitable changes for the concerned audience or others. The feedback form needs to be carefully designed with open and closed-ended questions. Feedback from supervisors (to the participants) must also be received for optimal understanding.
For any further clarity, you may reach us at [Phone Number Removed For Privacy Reasons] or [Email Removed For Privacy Reasons].
Regards,
Mohit
I have recently conducted an in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and the effectiveness of the training program and when they should be assessed.
When should the training feedback be collected from the participants? How and when should the effectiveness of the training program be measured?
What is the purpose of collecting feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide.
Regards,
Lubna Ambreen
From India, Mumbai
Acknowledge(0)Amend(0)
Post-Training Evaluation
Post-training evaluation is conducted to determine how the training went, what impression it created on the minds of the participants, and how they received and perceived it. In short, it is the assessment of the training by participants.
Training Effectiveness
Training effectiveness refers to the results or impact of training in the workplace. It determines whether the training was useful, and if so, how it was beneficial. The results can be seen in the workplace: staff being punctual, more disciplined, speaking to customers with courtesy and politeness, working with a spirit of service, listening without arguing, etc. If these changes are visible, then the training is deemed effective, having fulfilled its purpose. In essence, it assesses whether there has been a change in the behavior of the staff or if their performance effectiveness has increased at the workplace, leading to their contribution to the organization's profits.
Regards,
M.J. Subramanyam, Bangalore
From India, Bangalore
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Post-training evaluation is conducted to determine how the training went, what impression it created on the minds of the participants, and how they received and perceived it. In short, it is the assessment of the training by participants.
Training Effectiveness
Training effectiveness refers to the results or impact of training in the workplace. It determines whether the training was useful, and if so, how it was beneficial. The results can be seen in the workplace: staff being punctual, more disciplined, speaking to customers with courtesy and politeness, working with a spirit of service, listening without arguing, etc. If these changes are visible, then the training is deemed effective, having fulfilled its purpose. In essence, it assesses whether there has been a change in the behavior of the staff or if their performance effectiveness has increased at the workplace, leading to their contribution to the organization's profits.
Regards,
M.J. Subramanyam, Bangalore
From India, Bangalore
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Soft skills training program.pdf