Hi all
I am newly registered to citehr. I am working with Jindal steel group as a management trainee in HR department. I have been asked to design a training effectiveness form. Can you please help me by sending a format of such form if you have.That would be a great help to me. My Email id is:
Thanks
From China
I am newly registered to citehr. I am working with Jindal steel group as a management trainee in HR department. I have been asked to design a training effectiveness form. Can you please help me by sending a format of such form if you have.That would be a great help to me. My Email id is:
Thanks
From China
Hi Martin,
I am really sorry to inform you that the link is not working. Could you please resend the updated link.
Hi chetnasanwal,
Incase you have downloaded the file could please send to me.
Regards
Subhendu
I am really sorry to inform you that the link is not working. Could you please resend the updated link.
Hi chetnasanwal,
Incase you have downloaded the file could please send to me.
Regards
Subhendu
hi pooja,it will b of great help if u forward me the questionaire on measuring training effectiveness.m in urgent need of one.and i might b able to help u in utilising the findings.u might suggest changes in the training thru graphical illustrations.give weightages to answers,etc.cud u plz forward me the questionaire on my id:afrina786@gmail.com
I am in need of training evaluation and nomination process document as well as Training effectiveness format. PLEASE PLEASE PLEASE help
From India
From India
__________________________________________________ __
Well said Martin,
you need to have measures that can prove improvement by training alone or improvement most significant by training.
I have been studying the training evaluation method for some time now and have found that though the approach to training evaluation goes on much the same lines, most are not able to derive a concrete correlation between performance improvement and training, even though you most certainly know it is because of training, unless it is proven, it is not recognized.
A detailed study/research/prework is required.
A detailed Training/Trainer's feedback will take care of part I of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
Find the Training Need, do the analysis, find the specific areas you need to improve employees on (in most cases it will be different for different training and can not be generalized).
make a mesurement tool to measure pre and post training knowledge on the desired areas.
Always remodel your training according to your audience. This also help you to design you training program according to your audience. rope in your training tools specifically targeting what you need to improve, this will require you to mould your training on one subject many times according to the requirement of the batch, each training will be a new experience. where as the conventional approach is that we make a program and conduct the same program for every batch that comes for that training.
Use the same tool to find out the pre and post training knowledge.
This will take care of the part II of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
Once you have done this, you can pick and use the elaborte potential measures given by Rajesh B to take care of Part III & IV of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
From United States, Irvine
1Well said Martin,
you need to have measures that can prove improvement by training alone or improvement most significant by training.
I have been studying the training evaluation method for some time now and have found that though the approach to training evaluation goes on much the same lines, most are not able to derive a concrete correlation between performance improvement and training, even though you most certainly know it is because of training, unless it is proven, it is not recognized.
A detailed study/research/prework is required.
A detailed Training/Trainer's feedback will take care of part I of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
Find the Training Need, do the analysis, find the specific areas you need to improve employees on (in most cases it will be different for different training and can not be generalized).
make a mesurement tool to measure pre and post training knowledge on the desired areas.
Always remodel your training according to your audience. This also help you to design you training program according to your audience. rope in your training tools specifically targeting what you need to improve, this will require you to mould your training on one subject many times according to the requirement of the batch, each training will be a new experience. where as the conventional approach is that we make a program and conduct the same program for every batch that comes for that training.
Use the same tool to find out the pre and post training knowledge.
This will take care of the part II of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
Once you have done this, you can pick and use the elaborte potential measures given by Rajesh B to take care of Part III & IV of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
From United States, Irvine
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Copy of EFFECTIVENESS%2 0METRICS(1).XLS
Interview Evaluation.doc