Hi, I have conducted the Training Needs Analysis for our company employees. From this analysis, I have identified that employees are lacking in coordination, observation, and decision planning skills. Therefore, I am going to arrange the necessary training sessions to address these areas.
Since this training will be linked to the performance appraisal of employees, I would like to design a Training Feedback Form to measure the effectiveness of the training. Can you please provide suggestions on how I should design this form to gather feedback on these topics?
From India, Mumbai
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2Since this training will be linked to the performance appraisal of employees, I would like to design a Training Feedback Form to measure the effectiveness of the training. Can you please provide suggestions on how I should design this form to gather feedback on these topics?
From India, Mumbai
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Hii, I required the questionnaire for measuring training effectiveness on following skills - 1) Coordination, 2) Observation, 3) Planning & 4) Decision.Kindly share me. Regards, Harshini.
From India, Mumbai
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From India, Mumbai
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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
From India, Bangalore
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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
From India, Bangalore
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Training Feedback form - external training.xls
Training Feedback Form General.pdf