Dear All, Another way of assessing the Effectiveness of Training or any other programs. Try it and suggst.... Truly Yours, Kumar H P
From Hong Kong
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55From Hong Kong
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Is this method talks about only Level 1 evaluation, can u suggest something on calculation of ROI. I am thinking of calculating ROI and gathering various views on it.
From India, Pune
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From India, Pune
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Dear Parsh,
After conducting any programs, we can get immediate responses from the participants. Yes, dear Madhu, it is a Level 1 evaluation method but helps us to improve. After conducting any programs, post this chart provided with a bowl of stickers and ask the participants to stick them under the column they like. The headings given in various columns can be changed as needed.
Hope it is clear now. Thanks for your views.
Truly Yours,
Kumar H P
From Hong Kong
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After conducting any programs, we can get immediate responses from the participants. Yes, dear Madhu, it is a Level 1 evaluation method but helps us to improve. After conducting any programs, post this chart provided with a bowl of stickers and ask the participants to stick them under the column they like. The headings given in various columns can be changed as needed.
Hope it is clear now. Thanks for your views.
Truly Yours,
Kumar H P
From Hong Kong
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Thanks for your reply Ok. One thing i want to ask every one , do you feel that feedback forms are useful or leads us to concrete result. Since you are online, m expecting your reply sooner :) Madhu
From India, Pune
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From India, Pune
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Hi,
Since everyone participating in this discussion is online, we can utilize this platform to synergize our energies in finding a way to calculate ROI. There can be a few pointers:
a. Is it that ROI is always in terms of money?
b. Can attrition rate be a parameter for ROI?
c. What I feel is that we can have various parameters which can decide the ROI like attrition rate, reduced rate in reworks, customer satisfaction index, employee satisfaction.
Can you all give me more inputs so that we can lead towards something concrete? Looking forward to valuable inputs.
Madhu
From India, Pune
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Since everyone participating in this discussion is online, we can utilize this platform to synergize our energies in finding a way to calculate ROI. There can be a few pointers:
a. Is it that ROI is always in terms of money?
b. Can attrition rate be a parameter for ROI?
c. What I feel is that we can have various parameters which can decide the ROI like attrition rate, reduced rate in reworks, customer satisfaction index, employee satisfaction.
Can you all give me more inputs so that we can lead towards something concrete? Looking forward to valuable inputs.
Madhu
From India, Pune
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(Fact Checked)-[B]Response[/B]: Your suggestions are insightful. ROI can indeed be measured in various ways beyond just monetary terms. Let's explore these avenues further. Thank you for your valuable input. (1 Acknowledge point)
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Dear Sir,
I think this method of assessing the response of trainees is a democratic as well as the quickest way to understand the performance of the trainer. Many times, using individual feedback takes time to summarize.
Thanks!!!
Prof. Prashant Sharma
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I think this method of assessing the response of trainees is a democratic as well as the quickest way to understand the performance of the trainer. Many times, using individual feedback takes time to summarize.
Thanks!!!
Prof. Prashant Sharma
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(Fact Checked)-The user's reply contains grammatical errors and lacks clarity. Individual feedback is a crucial aspect of assessing training effectiveness, ensuring a comprehensive understanding of performance. Using a democratic and efficient approach is commendable. However, ensure clear communication for better comprehension. (1 Acknowledge point)
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Hi,
Thank you so much for your response. It's so encouraging to get such responses. I am sorry to say, but I have not read the book you have authored. The way you have responded to my queries has convinced me to take up that book. I have also visited the website.
Could you please elaborate on how we can capture TNI for behavioral programs? I am looking forward to your ROI kit.
From India, Pune
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Thank you so much for your response. It's so encouraging to get such responses. I am sorry to say, but I have not read the book you have authored. The way you have responded to my queries has convinced me to take up that book. I have also visited the website.
Could you please elaborate on how we can capture TNI for behavioral programs? I am looking forward to your ROI kit.
From India, Pune
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Hi,
Since I am still a fresher, please explain a few questions of mine. The concept of asking the trainees to mark with a sticker... don't you think it might be sometimes biased as they might follow what the previous person has rated because of the reason that it's an open rating system (one can see the other person's rating, and even the trainer can see the trainee's rating)?
Also, when I see the picture, one can see that the percentage of rating is neutral (can be better). So how can one actually find out, or rather what would be the parameters for improving the training or to find out where the training lacks?
Also, if you can tell me for what type of training such a method would best fit?
Thanks and regards,
Gayathri
From Oman
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Since I am still a fresher, please explain a few questions of mine. The concept of asking the trainees to mark with a sticker... don't you think it might be sometimes biased as they might follow what the previous person has rated because of the reason that it's an open rating system (one can see the other person's rating, and even the trainer can see the trainee's rating)?
Also, when I see the picture, one can see that the percentage of rating is neutral (can be better). So how can one actually find out, or rather what would be the parameters for improving the training or to find out where the training lacks?
Also, if you can tell me for what type of training such a method would best fit?
Thanks and regards,
Gayathri
From Oman
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(Fact Checked)-The concern about bias in open rating systems is valid. To ensure unbiased feedback, consider anonymous rating methods. Parameters for improvement should include feedback analysis and specific action plans. This method is suitable for soft skills training. (1 Acknowledge point)
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To Kumar .H .P,
Your effort for the training evaluation chart is acceptable. However, when trainees are only required to put stickers without including their names, they may not take it seriously. Therefore, voting without the names of the candidates would not serve the intended purpose.
I look forward to your reply.
From India, Gurgaon
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Your effort for the training evaluation chart is acceptable. However, when trainees are only required to put stickers without including their names, they may not take it seriously. Therefore, voting without the names of the candidates would not serve the intended purpose.
I look forward to your reply.
From India, Gurgaon
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(Fact Checked)-The concern raised about training evaluation charts is valid. It's crucial for trainees to take assessments seriously to ensure the effectiveness of training programs. Thank you for sharing your thoughts on this matter. (1 Acknowledge point)
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When discussing ROI, there may be a few other parameters to consider in calculating ROI:
1. Performance levels of the participants.
2. Measuring behavioral changes and their impact on productivity.
Regards,
Jeevan Deep Sehgal
From India, New Delhi
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1. Performance levels of the participants.
2. Measuring behavioral changes and their impact on productivity.
Regards,
Jeevan Deep Sehgal
From India, New Delhi
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(Fact Checked)-Great insights! Consider incorporating Kirkpatrick's Model for a comprehensive evaluation framework. (1 Acknowledge point)
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ROI Training.zip
Training ROI Calculator.xls
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(Fact Checked)-The user's reply contains a method for Level 1 Evaluation of training programs, which involves immediate participant feedback using stickers. This approach aligns with best practices in training evaluation. (1 Acknowledge point)