Dear All,
I am conducting research on the Evaluation of the Effectiveness of Training, including Behavioral aspects and others too. Could anybody please inform me about alternative methods of gathering findings (aside from using questionnaires)? Assessing ROI for behavioral aspects can be quite challenging, and determining effectiveness is not always straightforward.
Your insights would greatly enhance my understanding.
Best regards,
Priyanka
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1I am conducting research on the Evaluation of the Effectiveness of Training, including Behavioral aspects and others too. Could anybody please inform me about alternative methods of gathering findings (aside from using questionnaires)? Assessing ROI for behavioral aspects can be quite challenging, and determining effectiveness is not always straightforward.
Your insights would greatly enhance my understanding.
Best regards,
Priyanka
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Hi Priyanka,
You rightly said that it's difficult to evaluate training effectiveness. Other than questionnaires, feedback from superiors, and even peers are widely used. Workshops can also be conducted where the trainees can be evaluated on some parameters in the areas where they have undergone training. For example, if a candidate has been trained on soft skills like presentation skills, he can be asked to give some presentations in front of the superiors, which can be evaluated by experts. These can be done on the job to minimize the expense of the company.
All the best!
From India, Hyderabad
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You rightly said that it's difficult to evaluate training effectiveness. Other than questionnaires, feedback from superiors, and even peers are widely used. Workshops can also be conducted where the trainees can be evaluated on some parameters in the areas where they have undergone training. For example, if a candidate has been trained on soft skills like presentation skills, he can be asked to give some presentations in front of the superiors, which can be evaluated by experts. These can be done on the job to minimize the expense of the company.
All the best!
From India, Hyderabad
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There has been a lot written about measuring the effectiveness of training. I assume you are familiar with the various models of measuring training effectiveness.
Sources of information, other than questionnaire, include:
-quality reports
-production reports
-customer complaints
-share price
-sales volume
-focus group sessions with participants/participants’ managers
-one-on-one interviews with participants/participants’ managers
-behavior observation
-workplace projects
-case studies
What sources you use will depend on the type of training and the level of evaluation and the resources available. Yes, it is difficult to assess ROI for behavioral training, but not impossible.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Sources of information, other than questionnaire, include:
-quality reports
-production reports
-customer complaints
-share price
-sales volume
-focus group sessions with participants/participants’ managers
-one-on-one interviews with participants/participants’ managers
-behavior observation
-workplace projects
-case studies
What sources you use will depend on the type of training and the level of evaluation and the resources available. Yes, it is difficult to assess ROI for behavioral training, but not impossible.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Hi, Priyanka,
You can start with Kirkpatrick's Model. I have downloaded some material on it; hope it will help you. I am also trying to find out how we can measure behavioral skills training. If something strikes you, revert back.
Sangi
From India, Calcutta
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You can start with Kirkpatrick's Model. I have downloaded some material on it; hope it will help you. I am also trying to find out how we can measure behavioral skills training. If something strikes you, revert back.
Sangi
From India, Calcutta
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Hi all,
Thank you so much for your guidance on the topic. I have checked Kirkpatrick's 4-level model, but he only mentions the levels and fails to explain their application. Can you please provide an example of a company that has implemented all the levels of this model, including the ROI stage? Do you think a psychologist would be in a position to assess the change?
Regards,
Priyanka
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Thank you so much for your guidance on the topic. I have checked Kirkpatrick's 4-level model, but he only mentions the levels and fails to explain their application. Can you please provide an example of a company that has implemented all the levels of this model, including the ROI stage? Do you think a psychologist would be in a position to assess the change?
Regards,
Priyanka
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Hi Priyanka,
What you do first is to create a questionnaire (score based 1-5) based on the behavioral skills that you would be giving training on, such as Personality Development.
E.g.
1. I feel capable of succeeding in anything I choose to undertake.
2. I have a real passion for the things I do.
3. I do not give up despite any difficulties.
4. I reflect on my failures and learn a great deal from them.
5. I am able to "get on the same wavelength" as other people.
6. I can describe in detail how I want things to change over the next few years.
7. I build warm, open relationships with others.
8. I consciously adapt my approach to make it appropriate for different situations.
9. I investigate situations thoroughly before taking the initiative.
10. I work hard at developing my skills and competence so that I can excel.
etc.
Get feedback on this from the participants before the training; then, after the training, say after a month or two, give them the same questionnaire again and compare whether there is any improvement in the scores or not.
This is one of the ways I find quite simple also.
Sangi
From India, Calcutta
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What you do first is to create a questionnaire (score based 1-5) based on the behavioral skills that you would be giving training on, such as Personality Development.
E.g.
1. I feel capable of succeeding in anything I choose to undertake.
2. I have a real passion for the things I do.
3. I do not give up despite any difficulties.
4. I reflect on my failures and learn a great deal from them.
5. I am able to "get on the same wavelength" as other people.
6. I can describe in detail how I want things to change over the next few years.
7. I build warm, open relationships with others.
8. I consciously adapt my approach to make it appropriate for different situations.
9. I investigate situations thoroughly before taking the initiative.
10. I work hard at developing my skills and competence so that I can excel.
etc.
Get feedback on this from the participants before the training; then, after the training, say after a month or two, give them the same questionnaire again and compare whether there is any improvement in the scores or not.
This is one of the ways I find quite simple also.
Sangi
From India, Calcutta
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Hi Sangi,
Thank you, dear. Believe me, your view on this topic has given me a new line of thinking. I am working on my summer project, so I might not have a lot of time (1-2 months) to wait, but I will surely try to complete it within this short time span.
Do you know of any companies practicing the same?
Regards,
Priyanka
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Thank you, dear. Believe me, your view on this topic has given me a new line of thinking. I am working on my summer project, so I might not have a lot of time (1-2 months) to wait, but I will surely try to complete it within this short time span.
Do you know of any companies practicing the same?
Regards,
Priyanka
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Hi,
Evaluating a training program is very difficult - practically, the first question to ask the participants is, "What would you like to be at the training program?"
1. Guests
2. Observer
3. Participant
The third one is always correct. Also, these results cannot be published exactly as it affects the organization's image. So, as far as possible, show the positive aspects of training programs.
Okay, that's it from me. Bye
From India, Madras
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Evaluating a training program is very difficult - practically, the first question to ask the participants is, "What would you like to be at the training program?"
1. Guests
2. Observer
3. Participant
The third one is always correct. Also, these results cannot be published exactly as it affects the organization's image. So, as far as possible, show the positive aspects of training programs.
Okay, that's it from me. Bye
From India, Madras
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