Hi All!!
I just want to know .....what are the limitatoins of post-training effectiveness study?? Can it be studied for any kind of training..! There are some training given on very subjective areas...like leadership...communication, etc. What can be the test for such kind of training.
Looking fwd for responses....thanks :)
From United States
I just want to know .....what are the limitatoins of post-training effectiveness study?? Can it be studied for any kind of training..! There are some training given on very subjective areas...like leadership...communication, etc. What can be the test for such kind of training.
Looking fwd for responses....thanks :)
From United States
dear friend,
the first limitation is ineffectiveness of training itself.
a training is said to be effective when it,
can be applied to the job
readily transferable to the job
stimulate thought to apply the content
remember the content to apply it specific situations.
the absence of any of the above is a limitation to effectiveness of training. the respondents cannot reply to this question if the content is volatile.
regards,
dr. prageetha
From India, Warangal
9the first limitation is ineffectiveness of training itself.
a training is said to be effective when it,
can be applied to the job
readily transferable to the job
stimulate thought to apply the content
remember the content to apply it specific situations.
the absence of any of the above is a limitation to effectiveness of training. the respondents cannot reply to this question if the content is volatile.
regards,
dr. prageetha
From India, Warangal
Hi prageetha
Thanks for the quick reply....!! But I was wondering.....consider the training met the desired expectations....then how can we determine to what extent has been its benefits to one employee if compared to another employee..??? Basically studying the impact of training on employees especially when it is on some subjective topics...!!
Regards
Ushus Nair
From United States
Thanks for the quick reply....!! But I was wondering.....consider the training met the desired expectations....then how can we determine to what extent has been its benefits to one employee if compared to another employee..??? Basically studying the impact of training on employees especially when it is on some subjective topics...!!
Regards
Ushus Nair
From United States
Hello Ushus, Yes, you can measure training effectiveness for any kind of training. The important thing here is that the outcomes (skills, behaviors, organization outcomes) must be made very, very clear at the outset of the training; at the design stage.
For subjective areas, such as leadership, communication etc, you can measure at Kirkpatrick Level 3 (participant behavior) or Level 4 (organizational outcomes). For Level 3, you can do a self-assessment behavior change survey, or a 180 degree (participant’s manager) or 360 degree (manager, peers, reports, customers) surveys. Surveys can be face-to-face or written questionnaires.
To find out what I mean by the Kirkpatrick Levels, visit http://www.businessperform.com/html/...ffectiven.html
For Level 4, you can look at levels of employee retention, absenteeism, customer satisfaction, customer complaints, employee satisfaction, etc etc. What you look at will depend on the behaviors and outcomes that are the objectives of the training program.
These comments are general. I’m happy to be more specific if you have a particular training program in mind.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
For subjective areas, such as leadership, communication etc, you can measure at Kirkpatrick Level 3 (participant behavior) or Level 4 (organizational outcomes). For Level 3, you can do a self-assessment behavior change survey, or a 180 degree (participant’s manager) or 360 degree (manager, peers, reports, customers) surveys. Surveys can be face-to-face or written questionnaires.
To find out what I mean by the Kirkpatrick Levels, visit http://www.businessperform.com/html/...ffectiven.html
For Level 4, you can look at levels of employee retention, absenteeism, customer satisfaction, customer complaints, employee satisfaction, etc etc. What you look at will depend on the behaviors and outcomes that are the objectives of the training program.
These comments are general. I’m happy to be more specific if you have a particular training program in mind.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hey Vicki...
Thanx a lot..!! :) There is no specific training program in my mind!! The key word that I was searching for was that "Training effectiveness can be studied for any kind of training program" I thought there may be some programs for which effectiveness can't be studied.
Thanks once again...!!
Ushus Nair
From United States
Thanx a lot..!! :) There is no specific training program in my mind!! The key word that I was searching for was that "Training effectiveness can be studied for any kind of training program" I thought there may be some programs for which effectiveness can't be studied.
Thanks once again...!!
Ushus Nair
From United States
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