Hello!
I have designed self-training modules on soft skills [communication, professionalism, effective productivity] for my organization and have distributed them among the employees. But now I face a situation. I am asked to evaluate the effectiveness of such a program and come up with a report. Please guide me on how I should evaluate employees on such modules. Please help me design such an evaluation program, implement it, and collect feedback. I have feedback forms for classroom and on-the-job training, but how do I design a feedback form for self-training?
Looking forward to getting solutions from you all.
Regards,
(Cite Contribution)
From India, Mumbai
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1872I have designed self-training modules on soft skills [communication, professionalism, effective productivity] for my organization and have distributed them among the employees. But now I face a situation. I am asked to evaluate the effectiveness of such a program and come up with a report. Please guide me on how I should evaluate employees on such modules. Please help me design such an evaluation program, implement it, and collect feedback. I have feedback forms for classroom and on-the-job training, but how do I design a feedback form for self-training?
Looking forward to getting solutions from you all.
Regards,
(Cite Contribution)
From India, Mumbai
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Dear Nabomita,
Self-evaluation is as tough as self-learning. But since you provided a scope for self-learning, self-evaluation becomes can't but necessary.
One method is self-assessment of pre-learning and post-learning scenarios. This can be qualitative purely. It can be in the form of a free essay. But this method requires an ability to write effectively and appropriately.
Another method is you can design/develop some parameters and make it a forced choice method. This method can give you appropriate insight into the effectiveness of the modules too.
For example, in communication skills, let us consider parameters such as:
- Telephone etiquette: improved/not improved
- E-mail etiquette: improved/not improved
- Presentation skills: clarity/struggling for clarity
Regards,
Dr. Prageetha
From India, Warangal
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Self-evaluation is as tough as self-learning. But since you provided a scope for self-learning, self-evaluation becomes can't but necessary.
One method is self-assessment of pre-learning and post-learning scenarios. This can be qualitative purely. It can be in the form of a free essay. But this method requires an ability to write effectively and appropriately.
Another method is you can design/develop some parameters and make it a forced choice method. This method can give you appropriate insight into the effectiveness of the modules too.
For example, in communication skills, let us consider parameters such as:
- Telephone etiquette: improved/not improved
- E-mail etiquette: improved/not improved
- Presentation skills: clarity/struggling for clarity
Regards,
Dr. Prageetha
From India, Warangal
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Hello (Cite Contribution), I take it that the self-training is administered through distribution of printed training materials such as FAQs and workbooks. I also take it that you are concerned only with Kirkpatrick Level 1 evaluation - the participants' reactions to the self-learning program. (To find out what I mean by the Kirkpatrick Levels, visit http://www.businessperform.com/html/...ffectiven.html)
You already have feedback forms for classroom and OJT, so I would look at the form and for each question/area I would ask: Is this question/area also relevant to self-training? This will eliminate irrelevant questions. Then I would add questions that are peculiar to this form of training, highlighting any difficulties you have experienced in rolling out this type of training.
So, for example, you could add:
Did you complete the training? If not, why not? And what percentage did you complete?
Did your manager give you enough time to complete the training?
Have you used what you learned on the job? What and how?
I hope this gives you a start.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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You already have feedback forms for classroom and OJT, so I would look at the form and for each question/area I would ask: Is this question/area also relevant to self-training? This will eliminate irrelevant questions. Then I would add questions that are peculiar to this form of training, highlighting any difficulties you have experienced in rolling out this type of training.
So, for example, you could add:
Did you complete the training? If not, why not? And what percentage did you complete?
Did your manager give you enough time to complete the training?
Have you used what you learned on the job? What and how?
I hope this gives you a start.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Thank you very much for your replies. I was able to find a solution through your advice. Thanks for sharing your knowledge. However, I couldn't open the link to the website you provided. Please forward it to me in a different format so that I can access it.
Regards,
(Cite Contribution)
From India, Mumbai
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Regards,
(Cite Contribution)
From India, Mumbai
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Hi,
The URL had an extra parenthesis added by mistake. Here is the correct URL: http://www.businessperform.com/html/...ffectiven.html
Vicki
From Australia, Melbourne
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The URL had an extra parenthesis added by mistake. Here is the correct URL: http://www.businessperform.com/html/...ffectiven.html
Vicki
From Australia, Melbourne
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