Dear All,
I am doing my reasearch on Evaluation of Effectiveness of Training (Behavioural and others too). Could anybody please tell me the other ways of findings (except Quesstionnair) as for behavioual it is very difficult to assess ROI and judging effectivness is not all that easy.
Please enlighten my knowledge.
regds
Priyanka
1I am doing my reasearch on Evaluation of Effectiveness of Training (Behavioural and others too). Could anybody please tell me the other ways of findings (except Quesstionnair) as for behavioual it is very difficult to assess ROI and judging effectivness is not all that easy.
Please enlighten my knowledge.
regds
Priyanka
hi priyanka
u rightly said that its difficult to evaluate training effectiveness. other than questionnaire, feedback from superiors and even peers are widely used. workshops can also be conducted where the trainees can be evaluated on some parameters in the areas where they have undergone training. for example if a candidate has been trained on soft skills like presentation skills, he can be asked to give some presentations in front of the superiors which can be evaluated by experts. these can be done on the job to minimise the expense of the company.
all the best!
From India, Hyderabad
u rightly said that its difficult to evaluate training effectiveness. other than questionnaire, feedback from superiors and even peers are widely used. workshops can also be conducted where the trainees can be evaluated on some parameters in the areas where they have undergone training. for example if a candidate has been trained on soft skills like presentation skills, he can be asked to give some presentations in front of the superiors which can be evaluated by experts. these can be done on the job to minimise the expense of the company.
all the best!
From India, Hyderabad
There has been a lot written about measuring the effectiveness of training. I assume you are familiar with the various models of measuring training effectiveness.
Sources of information, other than questionnaire, include:
-quality reports
-production reports
-customer complaints
-share price
-sales volume
-focus group sessions with participants/participants’ managers
-one-on-one interviews with participants/participants’ managers
-behavior observation
-workplace projects
-case studies
What sources you use will depend on the type of training and the level of evaluation and the resources available. Yes, it is difficult to assess ROI for behavioral training, but not impossible.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Sources of information, other than questionnaire, include:
-quality reports
-production reports
-customer complaints
-share price
-sales volume
-focus group sessions with participants/participants’ managers
-one-on-one interviews with participants/participants’ managers
-behavior observation
-workplace projects
-case studies
What sources you use will depend on the type of training and the level of evaluation and the resources available. Yes, it is difficult to assess ROI for behavioral training, but not impossible.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi Priyanka,
U can start with the is KIRKPATRICK"S MODEL.
I have downloaded some material on it , hope it will help you, even I am trying to find out how we can measure Behaviourial skills training . If something strikes you, revert back.
Sangi
From India, Calcutta
U can start with the is KIRKPATRICK"S MODEL.
I have downloaded some material on it , hope it will help you, even I am trying to find out how we can measure Behaviourial skills training . If something strikes you, revert back.
Sangi
From India, Calcutta
Hi All,
Thank you soooo much for your guidance on the topic.
I have checked on Kirkpatric's 4 level model, but even he has just mentioned the level's and failed to explain the application of the same.
Can you please tell me any company that has already implimented all the levels of the same model and even including ROI stage of it. Do you think a psycologist would be in a position to judge the change?
Regds
Priyanka
Thank you soooo much for your guidance on the topic.
I have checked on Kirkpatric's 4 level model, but even he has just mentioned the level's and failed to explain the application of the same.
Can you please tell me any company that has already implimented all the levels of the same model and even including ROI stage of it. Do you think a psycologist would be in a position to judge the change?
Regds
Priyanka
Hi Priyanka,
what u do, is first make a questionaire (score based 1-5 ) based on the behaviourial skills which u would be giving training on say like Personality development
eg.
1. I feel capable of succeeding in anything I choose to undertake.
2. I have real passion for the things I do.
3. I do not give up, despite any difficulties.
4. I reflect on my failures and learn a great deal from them.
5. I am able to "get on the same wavelength" as other people.
6. I can describe in detail how I want things to change over the next few years.
7. I build warm, open relationships with others.
8. I consciously adapt my approach to make it appropriate for different situations.
9. I investigate situations thoroughly before taking the initiative.
10. I work hard at developing my skills and competence, so that I can excel
etc.
Get feedback on this from the participants before the training, then after the training say after a month or two, again give them the same questionaire & then u comapre, whether there is any improvement in the scores or not.
This is one of the ways I find quite simple also.
Sangi
From India, Calcutta
what u do, is first make a questionaire (score based 1-5 ) based on the behaviourial skills which u would be giving training on say like Personality development
eg.
1. I feel capable of succeeding in anything I choose to undertake.
2. I have real passion for the things I do.
3. I do not give up, despite any difficulties.
4. I reflect on my failures and learn a great deal from them.
5. I am able to "get on the same wavelength" as other people.
6. I can describe in detail how I want things to change over the next few years.
7. I build warm, open relationships with others.
8. I consciously adapt my approach to make it appropriate for different situations.
9. I investigate situations thoroughly before taking the initiative.
10. I work hard at developing my skills and competence, so that I can excel
etc.
Get feedback on this from the participants before the training, then after the training say after a month or two, again give them the same questionaire & then u comapre, whether there is any improvement in the scores or not.
This is one of the ways I find quite simple also.
Sangi
From India, Calcutta
Hi Sangi,
Thankx dear, believe me, your view on this topic has given me a new line of thinking. I am doing my summer project,so probably might not have lot of time (1-2 months) to wait,but would surely try and do it in this short time span.
Do you know any companies practicing the same.?
Regds
Priyanka
Thankx dear, believe me, your view on this topic has given me a new line of thinking. I am doing my summer project,so probably might not have lot of time (1-2 months) to wait,but would surely try and do it in this short time span.
Do you know any companies practicing the same.?
Regds
Priyanka
hi
evaluation of a trg. prg is very very difficult - practicallly
first ask this question to the participants
what u would like to be at the trg programme
1. guests
2. observer
3. participant
3rd one is always correct
also ...these results cannot be published exactly as it affects the
organisations image .. so as far as possible show the positive aspects
of trg programmes
ok thats it from me
bye
From India, Madras
evaluation of a trg. prg is very very difficult - practicallly
first ask this question to the participants
what u would like to be at the trg programme
1. guests
2. observer
3. participant
3rd one is always correct
also ...these results cannot be published exactly as it affects the
organisations image .. so as far as possible show the positive aspects
of trg programmes
ok thats it from me
bye
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Training Effectiveness Chart.jpg
Training Evaluation - PPT 6.ppt