Hi All, Good Day !!! Can someone help me in getting the training analysis format after taking feedback from all trainees.
Basically, need formats to analyze the effectiveness of trainer and training program
Also request if someone has Level 3 and Level 4 evaluation forms as per the Kirkpatrick model.
Thanks in advance for your support.
Basically, need formats to analyze the effectiveness of trainer and training program
Also request if someone has Level 3 and Level 4 evaluation forms as per the Kirkpatrick model.
Thanks in advance for your support.
Dear Pankaj Sharma,
After conducting a training programme, generally, feedback is obtained from the participants. However, rationale behind this feedback is a point to moot.
Feedback could be good, very good or excellent. Nevertheless, the feedback is on the trainer. However, the training was for whom? It was for the participants or trainees and certainly not for the trainer. What will your organisation achieve by giving feedback to the trainer? He/she will improve because of this feedback. However, the objective of the training was not the trainer-improvement. Why do you wish to grow a trainer at your expense?
I am not saying that feedback on the trainer should not be taken after the training programme. But it achieves a little.
Secondly, feedback cannot be a one-way street. How about taking the feedback from the trainer on the quality of the participation by the learners?
Measurement of Training Effectiveness on Kirk Patrick Model: - Good to note that you wish to measure the training effectiveness. However, to measure the effectiveness it requires a different kind of set-up. Secondly, one needs to make measurement plan before conducting the training and not after. Anyway, earlier, I had given an exhaustive reply on the subject of employee training. You may click the following link to refer to it:
https://www.citehr.com/601906-traini...ml#post2400014
Thanks,
Dinesh Divekar
From India, Bangalore
7736After conducting a training programme, generally, feedback is obtained from the participants. However, rationale behind this feedback is a point to moot.
Feedback could be good, very good or excellent. Nevertheless, the feedback is on the trainer. However, the training was for whom? It was for the participants or trainees and certainly not for the trainer. What will your organisation achieve by giving feedback to the trainer? He/she will improve because of this feedback. However, the objective of the training was not the trainer-improvement. Why do you wish to grow a trainer at your expense?
I am not saying that feedback on the trainer should not be taken after the training programme. But it achieves a little.
Secondly, feedback cannot be a one-way street. How about taking the feedback from the trainer on the quality of the participation by the learners?
Measurement of Training Effectiveness on Kirk Patrick Model: - Good to note that you wish to measure the training effectiveness. However, to measure the effectiveness it requires a different kind of set-up. Secondly, one needs to make measurement plan before conducting the training and not after. Anyway, earlier, I had given an exhaustive reply on the subject of employee training. You may click the following link to refer to it:
https://www.citehr.com/601906-traini...ml#post2400014
Thanks,
Dinesh Divekar
From India, Bangalore
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Copy of TRAINING NEED IDENTIFICATION FORMAT.doc