Training Effectiveness [thread 139176] - XLS Download

Hi All,

I see a lot of you have posted articles and PowerPoint presentations about training effectiveness and evaluation. Most of the posts seem very theoretical. How do we put this into practice? How can Kirkpatrick's model of effectiveness be applied in practical training?

I created an extensive Excel sheet; it was cumbersome, but I obtained results. I could evaluate how the training performed. Was it worth the time spent? I could assess both the trainer and the vendor.

However, how do I use this to calculate the ROI on training? Am I on the right track, or what modifications do I need to make?

Please help!!

Regards,

Mon

Hi Monica,

Thank you for the useful post, but the Effectiveness Excel file is asking for a password. Kindly provide the password.

Hi Monica,

This is a crucial and good source of measuring training from the trainee's point of view. Therefore, it would not be fair to measure the ROI from this data. What you need to do is gather feedback on the same from their reporting authority. Also, analyze performance data post-training.

In my opinion, this would be the right way to measure the ROI.

Cheers!

Hi,

You have not specified which type of training you want to measure. Is it behavioral training or technical training? Measuring technical training is quite easy, but measuring behavioral training is difficult because as evaluators, we cannot see or feel the change in a person immediately. The change will be gradual, especially when changing the attitude of a person through one training session. It is difficult, but there are scientific measures available, although very few corporates opt for them.

Another approach is to gather feedback from trainees, but even then, it may not be completely reliable. The question of how much benefit corporates will derive from it remains a big question mark. Nonetheless, training is still necessary :)

Regards,
Aparna

Monika, am I right in assuming that you have put the averages in the initial columns based on the participants' feedback? If not, please give details.

Looks like a very good job....

Dear All,

You can download this file from here. The password is faruk.

Hi Guys,

I always have one question while working on training evaluation... Please think it over.

When we evaluate training, we do so by evaluating different parameters. Unfortunately, due to the variety and nature of the trainings, there can be no standard quantification of their effectiveness. How do we arrive at a consensus that a rating of 1 by "X" and a rating of 1 by "Y" represent the same measure of training quality?

I believe that each type of training must have a unique evaluation matrix exclusively designed for itself, ideally created by HR in consultation with the trainer. It may be a tedious task but seems achievable.

Your views, please.

Hi All,

Thank you, Faruk.

SUpret, the trainings that are evaluated are Soft skills. Every time I send out this questionnaire, I need to keep 6 things in mind, that is: Learning objectives; Knowledge Increase; On-the-job confidence; Materials and methodology used; Overall result and also facilitator's skill.

This is Kirkpatrick's model - but every time a soft skill training happens and we need to assess the effectiveness, I need to establish the objectives of the course and then ensure they align with the questionnaire. The metrics are very simple; they align with my company's overall metrics.

But it is very cumbersome, and only I could work on it because I created it. It was well received, but then I ended up focusing more on metrics and less on training and content development.

Hence, I thought I would post it in this forum to simplify things further.

I have conducted effectiveness measurements for a large organization. For behavioral training, you can implement it in a pre and post-training format at the second level. You can also ask the trainee's supervisors to provide feedback based on a standardized questionnaire to assess the employees' improvement for the third level of the model. As for the fourth level, Return on Investment (ROI) is not feasible, so evaluate the parameters and decide based on the organization's needs. For example, consider why the training was conducted initially and if there have been any reductions such as client complaints.

The first level always includes feedback from trainees regarding the training content and faculty. This process can be beneficial if carried out properly without causing difficulties for the trainees. Request an action plan from the trainees themselves.

I hope this information is helpful.

One very important thing while doing pre and post assessment at the second level of the model is to apply a statistical tool like the 't' test. This test gives you a measure of whether any changes in scores are due to training or simply by chance factors.