We are a medium sized IT firm. Our employees have recently taken training and nafter the completion, it is the time to to evaluate the effectiveness of such training.
Please help me with some suggestions and forms regarding how to evaluate the effectiveness of the training session.
I want some information regarding how we can assess the knowledge of the employees who have taken training. Regarding this what points we can include in the forms ao that we can assess it?
Please help me with a format containing this aspect.
Please give a proper guideline
From India, Calcutta
2Please help me with some suggestions and forms regarding how to evaluate the effectiveness of the training session.
I want some information regarding how we can assess the knowledge of the employees who have taken training. Regarding this what points we can include in the forms ao that we can assess it?
Please help me with a format containing this aspect.
Please give a proper guideline
From India, Calcutta
Dear Madhu,
You should have thought of post-evaluation before conducting the training and not after it.
Most of the HR and Training managers fail over here. Conducting training or getting the training done is not a challenge. Real ability of the trainer lies in designing pre-training and post-training evaluation.
It is the duty of the training agency who conducted the training, to do this job. Approach them.
If they are not able to do it then go back to the objectives of the training programme and design the post-training evaluation questionnaire.
Thanks,
Dinesh V Divekar
[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
You should have thought of post-evaluation before conducting the training and not after it.
Most of the HR and Training managers fail over here. Conducting training or getting the training done is not a challenge. Real ability of the trainer lies in designing pre-training and post-training evaluation.
It is the duty of the training agency who conducted the training, to do this job. Approach them.
If they are not able to do it then go back to the objectives of the training programme and design the post-training evaluation questionnaire.
Thanks,
Dinesh V Divekar
[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
The fruits of a training program cannot be measured overnight. Nobody expects a person to undergo a 10 day course & rise in his/her competency level for that particular skill. An analysis of "H-Held","R-Required","G-Gap" needs to be done before the training, to measure the intensity of the training that the candidtaes need to undergo. A training program must be the outcome of such an analysis.
Well, even if that was not done, still we can compare the training stuff to its applicability quotient. What i mean is how much close was the content to what is expected in the job & how much was the hands-on part in it.
Ramesh Iyer
From India, Mumbai
Well, even if that was not done, still we can compare the training stuff to its applicability quotient. What i mean is how much close was the content to what is expected in the job & how much was the hands-on part in it.
Ramesh Iyer
From India, Mumbai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Training Effectiveness Chart.jpg
TRAINING EFFECTIVENESS FORM.xls