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Question: We have a training and development module system in our ERP. We provide trainings, and we conduct training assessments every six months. I want to know the methods of Training Effectiveness.
Regards,
Rahul. [Phone Number Removed For Privacy Reasons].
From India, Pune
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3Question: We have a training and development module system in our ERP. We provide trainings, and we conduct training assessments every six months. I want to know the methods of Training Effectiveness.
Regards,
Rahul. [Phone Number Removed For Privacy Reasons].
From India, Pune
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Your post mentions two points:
1. You have started an ERP package.
2. You want to know about the training effectiveness methods (and link it to your module?)
Training details like the topic of training, duration, participation, etc., have to be fed in manually in the ERP Package.
Training Effectiveness Methods
Regarding training effectiveness, the Kirkpatrick Model is popular. You can get the details of this model by typing in the FIND INFORMATION box followed by pressing the SEARCH button.
However, in my opinion, your own assessments will be a better guide. The simpler ones will be like conducting a written test, an oral interview, etc., after the program. The drawback would be the reluctance/resistance likely to be faced from the participants, particularly the experienced lot.
In work-related trainings conducted on the shop floor, the immediate supervisor is the best judge to make an assessment. For new joiners, a rigorous training program followed by a test/interview would be an effective option.
You can also go through the RELATED INFORMATION and DOWNLOAD thread, etc., that are found alongside these columns and adopt the one that fits you the best.
The measurement of training effectiveness historically has been a subject matter of discussions between Line Managers and HR. So, it would be a good idea to develop a model together with the Line Management.
Regards, V. Raghunathan
From India
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1. You have started an ERP package.
2. You want to know about the training effectiveness methods (and link it to your module?)
Training details like the topic of training, duration, participation, etc., have to be fed in manually in the ERP Package.
Training Effectiveness Methods
Regarding training effectiveness, the Kirkpatrick Model is popular. You can get the details of this model by typing in the FIND INFORMATION box followed by pressing the SEARCH button.
However, in my opinion, your own assessments will be a better guide. The simpler ones will be like conducting a written test, an oral interview, etc., after the program. The drawback would be the reluctance/resistance likely to be faced from the participants, particularly the experienced lot.
In work-related trainings conducted on the shop floor, the immediate supervisor is the best judge to make an assessment. For new joiners, a rigorous training program followed by a test/interview would be an effective option.
You can also go through the RELATED INFORMATION and DOWNLOAD thread, etc., that are found alongside these columns and adopt the one that fits you the best.
The measurement of training effectiveness historically has been a subject matter of discussions between Line Managers and HR. So, it would be a good idea to develop a model together with the Line Management.
Regards, V. Raghunathan
From India
Acknowledge(1)Amend(0)
Training Effectiveness Evaluation
Any training is essential to fill the performance gap unless it is an induction training of one sort or another. If that is so, the effectiveness of training should reflect in the performance of the person trained. Evaluation of such effectiveness cannot be done immediately after training. It also cannot be a one-off measurement.
Who Should Measure Training Effectiveness and How?
Under these circumstances, you have to devise a simple and suitable format to evaluate the effectiveness. If you devise a lengthy, complex format, either nobody will fill it and return it to you, or they will do it in a very routine manner. Keep it brief and to the point. Also, have a column to mention whether the person is dealing with the job for which they were trained or if they are relocated for some other job. Very often, we see that people are trained for a particular job or skill but subsequently employed in an unconnected area. In such cases, we cannot evaluate the effectiveness of the training.
Timing and Responsibility for Evaluation
Preferably, the evaluation can be done firstly after six months of the completion of training and thereafter after a year. Evaluation has to be done primarily by the immediate supervisor. The format should be designed accordingly. We can also ask the trainee themselves to state what use the training has on their job. Their response can be routed through their higher-ups so that everyone authenticates it. This will only supplement the evaluation done by the immediate superior but will not replace it.
From India, Madras
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Any training is essential to fill the performance gap unless it is an induction training of one sort or another. If that is so, the effectiveness of training should reflect in the performance of the person trained. Evaluation of such effectiveness cannot be done immediately after training. It also cannot be a one-off measurement.
Who Should Measure Training Effectiveness and How?
Under these circumstances, you have to devise a simple and suitable format to evaluate the effectiveness. If you devise a lengthy, complex format, either nobody will fill it and return it to you, or they will do it in a very routine manner. Keep it brief and to the point. Also, have a column to mention whether the person is dealing with the job for which they were trained or if they are relocated for some other job. Very often, we see that people are trained for a particular job or skill but subsequently employed in an unconnected area. In such cases, we cannot evaluate the effectiveness of the training.
Timing and Responsibility for Evaluation
Preferably, the evaluation can be done firstly after six months of the completion of training and thereafter after a year. Evaluation has to be done primarily by the immediate supervisor. The format should be designed accordingly. We can also ask the trainee themselves to state what use the training has on their job. Their response can be routed through their higher-ups so that everyone authenticates it. This will only supplement the evaluation done by the immediate superior but will not replace it.
From India, Madras
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Training Effectiveness Chart.jpg
Training Assessment Worksheet.doc