I would like to know about various successful methods that are practiced to measure the Effectiveness of Training given to employees. Thanks & Regards, Gayathri Vembu
From India, Kanchipuram
From India, Kanchipuram
4
I represent a professional training company based in Delhi. Many of our partners are using Learning Management System to deliver and track the effectiveness of the training. However, it is relevant to only the training delivered online. Using the LMS the companies, create learner group, create the learning plan, assign skill and competencies and then assign the curriculum to the learner group. The administrator can track the progress of the learners using the control functions. At the end of the course you can assign certain assessments to the group just to check the level of understanding at the completion. Once the desired scores are achieved the system automatically generates a certificate to the learner, with a copy to the course instructor.
The LMS also has many collaboration tools like threaded discussion, news, blogs, articles, video, chat and file share among others.
I can send you more details on request.
Sincerely,
Vivek Pandey
GCS India (P) Ltd.
www.gc-solutions.net
India - Boston - Ontario
From India, Delhi
The LMS also has many collaboration tools like threaded discussion, news, blogs, articles, video, chat and file share among others.
I can send you more details on request.
Sincerely,
Vivek Pandey
GCS India (P) Ltd.
www.gc-solutions.net
India - Boston - Ontario
From India, Delhi
Hello, Gayatri!
I have given an indicative list of the parameters that are usually measured to determe the effectiveness of a training programme. They are rated on a scale from 1 to 5 (1 denoting 'Need for Improvement', 2
'Fair', 3 'Good', 4 'Very Good', and 5 'Excellent').
You may add other paremeters that you think are indicators of your programme.
Best Wishes,
Vijay
Learn and Let Learn!
# Parameter Your Rating
1 Introduction to the topic 1 2 3 4 5
2 Coverage of the topic 1 2 3 4 5
3 Communication and presentation skills 1 2 3 4 5
4 Time management (punctuality, time allocated for sub-topics, discussions) 1 2 3 4 5
5 Interaction level in this programme 1 2 3 4 5
6 Usefulness (impact on understanding yourself) 1 2 3 4 5
7 Overall effectiveness 1 2 3 4 5
From India, Madras
I have given an indicative list of the parameters that are usually measured to determe the effectiveness of a training programme. They are rated on a scale from 1 to 5 (1 denoting 'Need for Improvement', 2
'Fair', 3 'Good', 4 'Very Good', and 5 'Excellent').
You may add other paremeters that you think are indicators of your programme.
Best Wishes,
Vijay
Learn and Let Learn!
# Parameter Your Rating
1 Introduction to the topic 1 2 3 4 5
2 Coverage of the topic 1 2 3 4 5
3 Communication and presentation skills 1 2 3 4 5
4 Time management (punctuality, time allocated for sub-topics, discussions) 1 2 3 4 5
5 Interaction level in this programme 1 2 3 4 5
6 Usefulness (impact on understanding yourself) 1 2 3 4 5
7 Overall effectiveness 1 2 3 4 5
From India, Madras
Hi Gayathri,
You can use Kirkpatrick Model to implement training effectiveness in your organization.
There are 5 steps for the same
- Learning
- Reaction
- On the Job Behaviour
- Business Impact
- ROI
I have implemented the model in my organization. Mine is a IT organization with a strength of 20000 employees.
Process followed im my company:
Learning phase: Verbal feedback (especially for external trainers), verbal or written feedback can be taken after the training session. It helps to know the direct learning of the training.
Reaction: Feedback forms sent to particiapnts after the training so to get the trainer and training rating. In my company it is implemented through PeopleSoft.We have created forms and installed on the system.
On the job behaviour: On the job effectiveness form goes to participants and supervisor after three months of training through peoplesoft .It helps in understanding improvement in the behaviour of the participant on the job.
Business Impact: Project managers recieve group request effectiveness forms after three months...it is sent sperately to each PM for a specific training, Forms are customized.PM gives a overall feedback whether training has helped in bringing a significant change in team which impacted business. Fo eg: improvement in the ability to handle customer queries
ROI- It can be only measured at a very later satge.In my company we havent reached the same.
Please read some material on kirkpatrick model for a better understanding.
Regards
Noopur
From India, Mumbai
You can use Kirkpatrick Model to implement training effectiveness in your organization.
There are 5 steps for the same
- Learning
- Reaction
- On the Job Behaviour
- Business Impact
- ROI
I have implemented the model in my organization. Mine is a IT organization with a strength of 20000 employees.
Process followed im my company:
Learning phase: Verbal feedback (especially for external trainers), verbal or written feedback can be taken after the training session. It helps to know the direct learning of the training.
Reaction: Feedback forms sent to particiapnts after the training so to get the trainer and training rating. In my company it is implemented through PeopleSoft.We have created forms and installed on the system.
On the job behaviour: On the job effectiveness form goes to participants and supervisor after three months of training through peoplesoft .It helps in understanding improvement in the behaviour of the participant on the job.
Business Impact: Project managers recieve group request effectiveness forms after three months...it is sent sperately to each PM for a specific training, Forms are customized.PM gives a overall feedback whether training has helped in bringing a significant change in team which impacted business. Fo eg: improvement in the ability to handle customer queries
ROI- It can be only measured at a very later satge.In my company we havent reached the same.
Please read some material on kirkpatrick model for a better understanding.
Regards
Noopur
From India, Mumbai
Hi Gayathri,
What I suggest is a Desi version of Kirkpatric model. It involves 4 stages:
1. Post program written feedback - generally gives how was program liked
2. Retention of learning: after 6-8 weeks through structured interviews
3. Changes in attitudes and behavior as collected from participants and their bosses thru a questionnaire
4. Assessing results in tangible terms after implementing the learning on job.
I know this model has been used in many companies - IT and non IT,irrespective of the size. It works. We got this implemented in our company thru a consultant.
SAHIL
From India, Lucknow
What I suggest is a Desi version of Kirkpatric model. It involves 4 stages:
1. Post program written feedback - generally gives how was program liked
2. Retention of learning: after 6-8 weeks through structured interviews
3. Changes in attitudes and behavior as collected from participants and their bosses thru a questionnaire
4. Assessing results in tangible terms after implementing the learning on job.
I know this model has been used in many companies - IT and non IT,irrespective of the size. It works. We got this implemented in our company thru a consultant.
SAHIL
From India, Lucknow
thanks dear noopur look for my mail already mailed to you also thank the cite hr community for opportunities to interact like this krishnakumar chennai india
From India, Madras
From India, Madras
Hi,
I agree with all of the members..in addition to that what I feel is involvement of the participants to some extent in planning the input, if possible can also help. Many a times, the participants/ learners may be knowing the input as such but they aren't implementing it which is the problem.
Think about it..
Regards,
Mrinal
From India, Pune
I agree with all of the members..in addition to that what I feel is involvement of the participants to some extent in planning the input, if possible can also help. Many a times, the participants/ learners may be knowing the input as such but they aren't implementing it which is the problem.
Think about it..
Regards,
Mrinal
From India, Pune
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