hi
can anyone help me out in evaluating the training effectiveness in an organanisation. curently i am doing a project in an IT company in Bangalore. It Would be kind enough if Anyone can give a precise steps on going forward with the project
thanks
merina
From India, Bangalore
can anyone help me out in evaluating the training effectiveness in an organanisation. curently i am doing a project in an IT company in Bangalore. It Would be kind enough if Anyone can give a precise steps on going forward with the project
thanks
merina
From India, Bangalore
hey,
i just would like to ask, did you had an evaluation design before starting the project. if yes, please provide me information on the project and the design of the services you offer and we will see, maybe i can help you.
regards
From Philippines
2i just would like to ask, did you had an evaluation design before starting the project. if yes, please provide me information on the project and the design of the services you offer and we will see, maybe i can help you.
regards
From Philippines
Hello,
Hope you are doing well. Sending you the same response that i gave to Bhawna who had a similar request.
You may already know all OR few of the methods that i could find from my notes. Pls review this and hope you will be able find some answers to your query.
1. How did participants react to the program?
2. To what extent did participants improve knowledge and skills and change attitudes as a result of the training?
3. To what extent did participants change their behavior back in the workplace as a result of the training?
4. What organizational benefits resulted from the training?
The difficulty and cost of conducting an evaluation increases as you go up the levels from 1 to 4. So, you will need to consider carefully what levels of evaluation you will conduct for which programs. You may decide to conduct Level 1 evaluations (Reaction) for all programs, Level 2 evaluations (Learning) for “hard-skills” programs only, Level 3 evaluations (Behavior) for strategic programs only and Level 4 evaluations (Results) for programs costing substantially.
You could also look at the following points
1. Knowing the total cost of the program before deployment
2. Feedback from the participants about the program and the percentage implementation of the learnings/key callouts they will be able to do over the next three months. The feedback form should get input for this question.
3. You calculation of the estimated goodness the program is supposed to bring in - both tangible and intangible
4. Tie- in all inputs/results in order to understand whether the investment has paid of or will pay off in the next n months in order to present to the management.
Hope this is of help, let me know if you need any other information and am glad to help.
Mujib Khan
Hope you are doing well. Sending you the same response that i gave to Bhawna who had a similar request.
You may already know all OR few of the methods that i could find from my notes. Pls review this and hope you will be able find some answers to your query.
1. How did participants react to the program?
2. To what extent did participants improve knowledge and skills and change attitudes as a result of the training?
3. To what extent did participants change their behavior back in the workplace as a result of the training?
4. What organizational benefits resulted from the training?
The difficulty and cost of conducting an evaluation increases as you go up the levels from 1 to 4. So, you will need to consider carefully what levels of evaluation you will conduct for which programs. You may decide to conduct Level 1 evaluations (Reaction) for all programs, Level 2 evaluations (Learning) for “hard-skills” programs only, Level 3 evaluations (Behavior) for strategic programs only and Level 4 evaluations (Results) for programs costing substantially.
You could also look at the following points
1. Knowing the total cost of the program before deployment
2. Feedback from the participants about the program and the percentage implementation of the learnings/key callouts they will be able to do over the next three months. The feedback form should get input for this question.
3. You calculation of the estimated goodness the program is supposed to bring in - both tangible and intangible
4. Tie- in all inputs/results in order to understand whether the investment has paid of or will pay off in the next n months in order to present to the management.
Hope this is of help, let me know if you need any other information and am glad to help.
Mujib Khan
At present there is no perfect formula to evaluate training effectiveness however the universally accepted formula is given herewith.But again for calculation purpose you should have authentic data,informatiom for e.g.programme benifits, Training cost etc.
ROI % = Net Program Benefits x 100 Devided by Total Incurred Costs .
ANAND.
From India, Mumbai
ROI % = Net Program Benefits x 100 Devided by Total Incurred Costs .
ANAND.
From India, Mumbai
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Training Effectiveness Chart.jpg
TRAINING EFFECTIVENESS FORM.xls