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Evaluation of the audiance through after training test.
Just after a training put eveyone to test which they have been trained upon if you get satisfactory results means people learnt something out of training and there is improvement if the graph is stagnant then training was not effective .
Measure the change after they are put back into the field take feedbacks form those who they work with or for ... we have taken up the same model for our Ron Kaufman Customer Service training and the customers are responding to the difference... i have all the forms and their calculation methods
Agree at the end of the training to activity that is related to the training. Example: How are you going to use the new learning’s in the next week or month? What do you expect to change? Why?
Make it measurable and follow up. provide support!
The following ways can be done:-
1) Asking questions verbally during the training itself and wait for their response. If you get appropriate answers, you have succeeded.
2) Conducting a written test after the entire training. If they have passed the test as per expectations, then you have done our job.
3) Be in touch with their supervisor, after the training (in case you have not conducted any test). If he / she provides a positive feedback, then you have succeeded.
Efectivess of training depends on below factors
1) Analysis of target audiance
2) Effectiveness of trainer to keep audiance involved and add to audiance knowledge base.
The effectiveness of a training could be measured in its implimentation i.e. the change that is seen or measured in the skill area where the training has been given.
To measure the effectiveness of training ineffective make there observer prohibited for training and evaluates training in all respects, and placed questionnaires for trainees to evaluate the training and the coach, you are recording a video and watch training videos and then evaluated.
There are some easy ways/means to measure the effectiveness of any training:
1. Ensure the pre-evaluation of trainees/attendees before the training starts.
2. Conduct the post-evaluation after the completion of training by the same trainees.
3. Take the feedback assessment regarding the training from the attendees.
4. Periodic reports from the line supervisors about the individual’s performance after the training.
5. Adjust the training module based on the feedback, if necessary, for ensuring further effectiveness of training.
Before conducting the training, do TNA and spot the need of the training and once you find it then pick the most appropriate training and define its objective or key learning outcome and communicate to the participant and supervisor also. Once it is done then review the performance against those objectives and this will help you to assess the training objectivity.
will its depend on wither its a skill traning or behavior traning but either way its depend on how the traniee are familier with the skill and he feel that he can practice the skill without fear of failor even if its accured later ,
the goal of any traning as i think is to point the traniee to the right diriction of practicing the skill even if its not mastered or even comprehend right away .
if any trani ng can make u a master of any skill it will mean zero value for long years of exprties have gain by the experts of that skill
