Hi All,
Have recently conducted a in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and effectiveness of the training program and when it should be taken...
When should the training feedback be taken from the participants ? and when and how should the effectiveness of the training program be measured ?
What is the purpose of taking the feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide
Regards,
Lubna Ambreen
From India, Nagpur
1Have recently conducted a in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and effectiveness of the training program and when it should be taken...
When should the training feedback be taken from the participants ? and when and how should the effectiveness of the training program be measured ?
What is the purpose of taking the feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide
Regards,
Lubna Ambreen
From India, Nagpur
Dear Lubna,
The quality of your questions show that you are yet to accustom with the basics of corporate training. You could have done little homework before taking training assignment.
Anyway click the following links to refer my replies to the past posts:
Post-training Evaluation
Measuring Training Effectiveness
My views are little straight forward. But then your questions have appalled me. Since you asked for the "guidance", I have given my views. At times to guide somebody, one cannot stop from pulling punches.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
The quality of your questions show that you are yet to accustom with the basics of corporate training. You could have done little homework before taking training assignment.
Anyway click the following links to refer my replies to the past posts:
Post-training Evaluation
Measuring Training Effectiveness
My views are little straight forward. But then your questions have appalled me. Since you asked for the "guidance", I have given my views. At times to guide somebody, one cannot stop from pulling punches.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Hi Lubna,
The process for any Soft-skills (or for that matter) any training is:
1. Training Need Analysis (TNA)
2. Training Content streamlining, based on TNA & Participant profile.
3. Training conduct
4. Feedback on trainer/training
5. Post training Feedback on efficacy
The Training Efficacy feedback should ideally be taken after 2-4 weeks of the soft-skills training. This ensures, actual implementation of the training tips by the participants. It is important for the participants to provide logical feedback only once they have had opportunity to put to use the training.
The feedback thus received will be helpful in tweaking the future programs and also to make suitable changes for the concerned audience or others.
The feedback form needs to be carefull designed with open and close ended questions. Feedback from supervisors (to the participants) must also be received for optimal understanding.
For any further clarity , you may reach us at 7600 915217 or director(at)focusinstitute(dot)co(dot)in
Regards.
Mohit
Have recently conducted a in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and effectiveness of the training program and when it should be taken...
When should the training feedback be taken from the participants ? and when and how should the effectiveness of the training program be measured ?
What is the purpose of taking the feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide
Regards,
Lubna Ambreen[/QUOTE]
From India, Mumbai
The process for any Soft-skills (or for that matter) any training is:
1. Training Need Analysis (TNA)
2. Training Content streamlining, based on TNA & Participant profile.
3. Training conduct
4. Feedback on trainer/training
5. Post training Feedback on efficacy
The Training Efficacy feedback should ideally be taken after 2-4 weeks of the soft-skills training. This ensures, actual implementation of the training tips by the participants. It is important for the participants to provide logical feedback only once they have had opportunity to put to use the training.
The feedback thus received will be helpful in tweaking the future programs and also to make suitable changes for the concerned audience or others.
The feedback form needs to be carefull designed with open and close ended questions. Feedback from supervisors (to the participants) must also be received for optimal understanding.
For any further clarity , you may reach us at 7600 915217 or director(at)focusinstitute(dot)co(dot)in
Regards.
Mohit
Have recently conducted a in-house training program on soft skills in my company. I am quite confused between the terminologies of feedback/evaluation and effectiveness of the training program and when it should be taken...
When should the training feedback be taken from the participants ? and when and how should the effectiveness of the training program be measured ?
What is the purpose of taking the feedback and measuring the effectiveness of the training program? How does it help in improving the training program?
Please guide
Regards,
Lubna Ambreen[/QUOTE]
From India, Mumbai
Overview -
Top performing organizations are in a constant need to build highly motivated and a self directed team of professionals. We at Soft Skills World provide a stack of training solutions that can help your organization build these competencies.
We achieve this through specific behavioural and functional training interventions. Our training programs offer value by helping individuals apply concepts to complex business situations, hence increasing productivity and efficiencies at work. Our time tested training methodologies are based on the principles of adult learning.
Soft Skills World helps individuals align themselves to the organisation’s goals & acquire skills to augment their effectiveness, thus improving bottom lines and enhancing their career.
Our team of trainers is a prominent mix of academicians, industry experts and widely experienced ‘Facilitators who provide our clients with cutting edge services and solutions.
Training Approach -
Identification
We look at training need identification as the most important part of the Client Engagement Process. Our advisors and research team through its expert panel of consultants, develops an effective and efficient TNA (Training Need Analysis) process. We invest considerable time and efforts in understanding and identification of learners’ needs and defining alignment between training needs and business objectives. Varying with your organizational needs, budget and time factor, we adopt different tools like questionnaires, focus group techniques, observation tools, data analysis or a combination of these.
Implementation
At Soft Skills World we believe in the experiential training approach. We seek to encourage autonomy and empowerment in individuals through case studies, assignments, role-plays, games and exercises, simulations and ‘Action Plans’ in order to ensure practical and measured applications at the workplace.
Value creation
This is the most significant aspect of training wherein the actual benefit from the training is realized. We employ tools like questionnaires, 360° Feedback and collective data analysis to evaluate the training impact at 3 different levels: Reaction, Learning, and Action. This helps the organization realize the efficacy of the training intervention. These tools help the organization evaluate and retain individuals based on their core competencies.
Training Roadmap
Our training process is an iterative one, in which we constantly evolve for our clients. As businesses are dynamic so are the needs of the intervention. At Soft Skills World, our thrust is on offering that dynamism to your organization. Hence a high level of customization is done starting from the needs assessment to the delivery. This process involves all levels of our training research team giving you the highest value for your requirements.
Soft Skills World Training Solutions follows a unique approach to training. We see training from the perspective of a business case and try to get to the root of the problem. The focus is on the development of a strategic direction for the client. Once this direction is determined, the rest falls into place.
This roadmap enables Soft Skills World Training Solutions to provide a holistic, comprehensive solution that takes into account the client’s unique culture, background, etc.
Instructional Design
Our training methodology ensures that the module – it’s objectives, methods and materials – take into account the unique experiences of the participants. In this way learning is participant-centered, with the trainer assuming the role of a ‘facilitator’– someone who guides and supports the participants through their learning experiences.
From India, Lucknow
Top performing organizations are in a constant need to build highly motivated and a self directed team of professionals. We at Soft Skills World provide a stack of training solutions that can help your organization build these competencies.
We achieve this through specific behavioural and functional training interventions. Our training programs offer value by helping individuals apply concepts to complex business situations, hence increasing productivity and efficiencies at work. Our time tested training methodologies are based on the principles of adult learning.
Soft Skills World helps individuals align themselves to the organisation’s goals & acquire skills to augment their effectiveness, thus improving bottom lines and enhancing their career.
Our team of trainers is a prominent mix of academicians, industry experts and widely experienced ‘Facilitators who provide our clients with cutting edge services and solutions.
Training Approach -
Identification
We look at training need identification as the most important part of the Client Engagement Process. Our advisors and research team through its expert panel of consultants, develops an effective and efficient TNA (Training Need Analysis) process. We invest considerable time and efforts in understanding and identification of learners’ needs and defining alignment between training needs and business objectives. Varying with your organizational needs, budget and time factor, we adopt different tools like questionnaires, focus group techniques, observation tools, data analysis or a combination of these.
Implementation
At Soft Skills World we believe in the experiential training approach. We seek to encourage autonomy and empowerment in individuals through case studies, assignments, role-plays, games and exercises, simulations and ‘Action Plans’ in order to ensure practical and measured applications at the workplace.
Value creation
This is the most significant aspect of training wherein the actual benefit from the training is realized. We employ tools like questionnaires, 360° Feedback and collective data analysis to evaluate the training impact at 3 different levels: Reaction, Learning, and Action. This helps the organization realize the efficacy of the training intervention. These tools help the organization evaluate and retain individuals based on their core competencies.
Training Roadmap
Our training process is an iterative one, in which we constantly evolve for our clients. As businesses are dynamic so are the needs of the intervention. At Soft Skills World, our thrust is on offering that dynamism to your organization. Hence a high level of customization is done starting from the needs assessment to the delivery. This process involves all levels of our training research team giving you the highest value for your requirements.
Soft Skills World Training Solutions follows a unique approach to training. We see training from the perspective of a business case and try to get to the root of the problem. The focus is on the development of a strategic direction for the client. Once this direction is determined, the rest falls into place.
This roadmap enables Soft Skills World Training Solutions to provide a holistic, comprehensive solution that takes into account the client’s unique culture, background, etc.
Instructional Design
Our training methodology ensures that the module – it’s objectives, methods and materials – take into account the unique experiences of the participants. In this way learning is participant-centered, with the trainer assuming the role of a ‘facilitator’– someone who guides and supports the participants through their learning experiences.
From India, Lucknow
Dear Mr RR Saha,
Your reply is long but short on replying the queries raised by the poster. The gist is missing in your reply. I am little surprised to find that this mismatch by some person who promotes training services!
DVD
From India, Bangalore
Your reply is long but short on replying the queries raised by the poster. The gist is missing in your reply. I am little surprised to find that this mismatch by some person who promotes training services!
DVD
From India, Bangalore
Post-Training evaluation is to find out how was the training, what impression it created on the minds of the participants, How they received and perceived it to be. In short it is the judging of the training by participants.
Training Effectiveness is the results or impact of training at work place. Whether the training was useful, and if so, how do you say it was useful. see the results at the work place. Staff are punctual, more disciplined, talk to the customer with courtesy and politeness, they do the work with a spirit of service, they listen to them, don't argue, etc. If these are visible then the training is said to be effective and it has achieved its purpose. In short, whether it has brought a change either in the behaviour of he staff or his performance effectiveness has increased at work place and he/she has started to contribute to the profit of the organisation.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
Training Effectiveness is the results or impact of training at work place. Whether the training was useful, and if so, how do you say it was useful. see the results at the work place. Staff are punctual, more disciplined, talk to the customer with courtesy and politeness, they do the work with a spirit of service, they listen to them, don't argue, etc. If these are visible then the training is said to be effective and it has achieved its purpose. In short, whether it has brought a change either in the behaviour of he staff or his performance effectiveness has increased at work place and he/she has started to contribute to the profit of the organisation.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
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