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Please answer in percentage format. i.e -80% of the time -100% of the time - Zero
Training effectiveness measurement as a metric, my organization measures100%. But, the effectiveness measurement lacks identifying gap areas, as it depends on manager and individual feedback after few months, which is too subjective...
I believe, every training should be followed by a project in line with the subject topic and look at individual's success to demonstrating his learnings in the project. In few cases, my organization does this - but not always
Not mine .......
As a private sector organization we have to evaluate training efffectiveness all the time. It strats by specifying training goals and who to measure improvements in in the subject matter. The manager incharge have to report on the the amployee performance against the targeted planning goals until these are achived and report on any deviation (if any). Retraing of staff is dependent on thier achevements against previous training goals.
Training is best way for honing skills and training effectiveness evaluation is carried out everywhere to know what is improvement if the curve has gone up because main purpose of training is to improve some one's skill sets, knowledge, confidence
Training effectiveness, ideally should be done100%. But there could be times when there is no way to quantify the effectives after training delivery. This is because, training is not always( like popular belief) aimed at improvements but also as reminders. One example is on cascading down the important tool updates or short cuts for individual productivity enhancement. At such times, checking training effectiveness may not be vital. Personally, as a facilitators and trainers, we do just75% to90% of effectives check within3 weeks post the training.
We need to do it100% and as Kazi sb mentioned, we do follow the process but one thing which i onserved multiple times that trainee itself are not that eager to bring that change. The ultimate aim of the training is to add some skills, value or learning and then to apply at workplace so that performance could be enhanced but the unfortunate part most of the time is positive energy from participant.
We must realize them about its utility and its importance so that desired results would be gian from this, otherwise its merely a paper work as a cost.
Yes, my organization practices it religiously100 % and very particular about this issue. Mainly, we follow the procedures as mentioned below:
1. Pre- evaluation of the trainees.
2. Post evaluation after the training is completed.
3. Feedback from the supervisor of the individual at regular interval about the performance.
