How can we measure a training effectiveness?

  Your organisation needs a well-developed plan or roadmap for its workforce from the management team through to the people on the front line. All training and development will need to be extended to all employees based on competency determined roadmaps and business needs. Hence, identifying and developing a sound framework that can measure returns on this investment becomes of vital importance. To help ensure a good return, your training must be focused on its needs and must result in measurable changes in knowledge, skills and abilities. The investment must also result in behavioural change, make a difference to business results as well as meet the needs of the learner. At the end of the day, it will be the learner’s ROI that is most valuable. Measuring the results Return on investment is determined by taking the actual cost of the training from the total value of the benefits. This sum is then divided by the cost of the training. The first step in measuring ROI is to itemise costs. Once costs are determined the various benefits can be counted. By doing this, you can prove to your managers that the work you do is vital and effective: Try these steps: - Defining your objectives - Application - Cost assessment - Benefit assessment - Doing the sums - Evaluation  

The aim of trainings or learning sessions is to bring +ve change or filling the gap which lies in current role and manager expectations. Do review the individual performance or status of KPI's and then after considerable time after the training session review the performance and ask from trainee and his boss about any improvement.

The other side is to have trainers, trainee and managers feedback form to check the outcome status now.  If +ve change is not seen there is need to re-conduct the TNA thoroughly to find the root cause of under-performance, as every time training is not the solution there are other multiple ways too.

Dear Ms. Rana

 

There are many methods

 

1st. is to do a pre-assessment and post - assessment so you can simply see the difference (this one can be used in technical knowledge) such as accounting- banking ....etc

 

2nd in the first day you ask the attendees what you are you here for and write down the questions they will raise keep this page and review it and you can use it as a guidance page to satisfy their needs (can be used in soft skills such as leadership, communication ....etc

 

3rd by doing role plays which gives really good indicator specially in (sales trainings, customer service ...etc)

 

4th on job training so after the office training you start to make your trainees do a dry run ( like the telesales workshops - Train the trainer )  it can be recorded on video if available

 

5th some real practice and this can be used in vocational trainings  

 

You choose the method upon the budget and the topic and the time available

 

Dear Ms. Rana,

 

This is an open question, and shall be specified in a way to have direct answer to the related purpose.

 

Depending on the training type and the requested output including imposed constrains in such the level of experience the answer will differ.

 

Being general, the general reply would be applied and I shall narrow the answer to a specific view/scenario.

 

A training "T" conducted on trainees "B" in location "C" with the material "M" for time "E" for organization "O" and Instructor "I".

 

Knowing that: "T" can be evaluated in many different ways in such (Exam / Project / ...).

 

For "O" employees ("B") the Human Resources should have criteria that can follow-up the employee productivity in accordance to the constructed (profile), in this way they should be able to note the increment in that specific job related to that specific ("T").

 

In that way they can conclude that for those employees ("B") with that specific ("T") for the remaining factors ("C" / "M" / "E" / "I") was effective or not along with the percentage of it.

 

This will allow further assessments in such (change any of the factors / keep the same factors / modify in the factors / ...).

 

Hope that humble answer add value to your query.

Kind regards.

Its simple. Before training, think that if you were a participant in this training, would it have been effective for you or not? Other ways are:

1. You can observe that while training, what is the response of participants? Are they responding or bored?

2. Ask participants at the end of session that how much they gained knowledge?

3. After a few days, ask their managers about their performance.

 

training process   A- training needs assessment  B-design the training programs   C-create the training plan    D-implement the training plan   E-evaluate the training impact      A-tna method   1-tests   2-existing data  3-observation   4-interviews  5-questionnaire   B-training design  1-training objectives   2-learning outcomes  3-learning strategies c-training plan  D-training implementation 1-training announcement   2- training place E-training evaluation   1-reaction........did they like it?    2-learning........did they learn?3-behaviour.....did they use it?  4-results......did it impact bottom line?    5- roi....what is return on learning investment?

There are several methods of evaluation of effectiveness of training programs.  Some important methods are :-

1. Assessment of trainer's comments and reactions to the training program after the training is over.
2. observation of trainees during training program.
3. comparing on-the-job performance of the trainees before and after training.
4. collection of opinions and judgement of trainers, superiors and peers.
5. oral and written tests of trainees to find out how far they have learnt through the training program.
6. cost-benefit analysis of the training program.
7. measurement of levels in employee's absenteeism, turnover, productivity, wastage or scrap of materials, accidents, breakage of machinery during pre-training and post-training period.
8. evaluation of trainee's skill level before and after training.
9. collection of opinions of the trainee's subordinates regarding changes in performance and behaviour.
10. collection of information through evaluation forms duly filled by the trainees.
11. knowing trainee's expectations before training and collecting their view regarding the attainment of the expectations after training.

In my view we can basically evaluate training in two ways:

1) Qualitatively.

In this method we observe wether the desired results have been achieved or not, i.e have the employees' skill level, knowldge and abilities increased. This can be done by giving them a short test, interviewing, observing work swiftness, quality of work etc. all these have to be measured before and after the commencement of training.

2) quantitatively.

In this method we measure the variables that are desired/expected to change through training  i.e. sales, no. of production units, amount of wated raw material etc. these have to be calculated both before and after the commencement of the training. in this way we can calculate the saving or gain from the training and hence the efficiency of the training by comparing them to the cost of training.

 

Hope i am right....

We can measure the effectiveness of training by using the following tools:

1- Trainee's feedback.

2- Evaluation forms.

3- Pre-test & Post-test.

4- Performance change (KPIs).

First of all every training has outputs targets, these targets are measurable. so you can easly as HR assesst the training depending on these keys. 

Sometimes it is not available to find the outputs or they are embded in the training itself, so the second way is to observe the trainee, to find out the changes.

To follow Kirkpatrick model, you assess employee ‘s performance before training and after training to measure the impact of training on his performance.