Hello to everybody,
I am looking for a formator/ process by which i can evaluate the trainning effectiveness of the staff which had given to them

Hello to everybody,
I am looking for a formator/ process by which i can evaluate the trainning effectiveness of the staff which had given to them

The best people I find for evaluating training effectiveness are the immediate supervisors., and the best location for evaluation is on the job.

I follow a procedure of asking the trainee to put his newly acquired knowledge dirctly to use on the job under the supervision of an appointed evaluator cum guide (normally immediate boss), who is already competent on the knowledge being evaluated. There is no hurry to complete the evaluation process. The effectivness can be judged over a period of 4 - 25 weeks depending on the training given, and then certified by the evaluator.

On being certified as effectively trained, the trainee is marked as competent on the job trained for.

Hope this helps.

Hello to everybody,
I am looking for a formator/ process by which i can evaluate the training effectiveness of the staff which had given to them

Hello sowmen,

Welcome to The Cove! :bigwave: Thank you for your post.

What training was provided to the staff? Can you be more specific?
Classroom? On-the-job?

Stijloor.

Hello,
:)Can any one attache an user frendly format which will help me for evaluation of operators trainning effectiveness.

Hello Stijloor
Thanks for reply that was class room trainning for staff and as well as for welders.

Hello sowmen,

Welcome to The Cove! :bigwave: Thank you for your post.

What training was provided to the staff? Can you be more specific?
Classroom? On-the-job?

Stijloor.

Hello Stijloor
Thanks for reply that was class room training.....

Hello to everybody,
I am looking for a formator/ process by which i can evaluate the trainning effectiveness of the staff which had given to them

The format will be appropriate to the type of training. Sometimes there will be a test, sometimes you observe the operator, or ask questions.

I find the gap is not understanding what the expected results should be. That is where I would begin. For example:

1. Determine and identify the specific skills needed.
2. Develop the best way to teach, demonstrate, or learn those skills.
3. The training will be effective when the student can demonstrate that they have mastered these skills.

A single format for everything is not effective, although there can be a form to put into the employee's file to show these things have been completed. But too many companies make the form, but do not do these things I described above. Then the form has no value.

The format will be appropriate to the type of training. Sometimes there will be a test, sometimes you observe the operator, or ask questions.

I find the gap is not understanding what the expected results should be. That is where I would begin. For example:

1. Determine and identify the specific skills needed.
2. Develop the best way to teach, demonstrate, or learn those skills.
3. The training will be effective when the student can demonstrate that they have mastered these skills.

A single format for everything is not effective, although there can be a form to put into the employee's file to show these things have been completed. But too many companies make the form, but do not do these things I described above. Then the form has no value.

Thanks hjilling
I am looking for evaluation of Q.A Staff.

Thanks hjilling
I am looking for evaluation of Q.A Staff.

Very well, but apply the steps I mentioned:

1. Determine and identify the specific skills needed. For each position in the lab, what skills, technical knowledge, abilities, education levels are needed to be effective and proficient and competent.

Evaluate each person against the list for his position. Determine where there are gaps.

2. Develop the best way to teach, demonstrate, or learn those skills. Any gap, or skill which is not competent and effective, needs more training. The individual must be able to perform to his needed level, before we can say the training is effective.

That is why step 1 is important. Many companies want to determine if training is effective, before they determine what "effective would look like."


3. The training will be effective when the student can demonstrate that they have mastered these skills.

When the trainer has taught something, and the student can show they understand and can continue to do it well, then it is effective. Somethings we can learn in the classroom. Some we learn by showing and doing. Remember, students must have opportunity to practice what they learned right away, or they will forget it soon.

Hello to everybody,
I am looking for a formator/ process by which i can evaluate the trainning effectiveness of the staff which had given to them

Hello,
:)Can any one attache an user frendly format which will help me for evaluation of operators trainning effectiveness.

Hello Stijloor
Thanks for reply that was class room trainning for staff and as well as for welders.

Hello Stijloor
Thanks for reply that was class room training.....

Thanks hjilling
I am looking for evaluation of Q.A Staff.

Hello Sowmen,

Welcome to the cove.

Your postings are showing different requirements of evaluation formats for,viz:
1.Staff.2.Welders.3.Operators.4.Q.A.Staff.

Hjiling and Stijloor have replied to your querrry in the best possible way w.r.t. to the limited information supplied by you.

I would suggest you re-phrase your querry and identify exact requirement.
Every one on the cove would like to help you once the communication gap is bridged.

Umang :bigwave:

Hello sowmen,

Hjilling has provided you with an excellent explanation. I will add a few comments.

The ultimate purpose of training is to improve job performance. This is accomplished by providing knowledge and skills so that the employee can perform the job in a safe, effective and efficient manner. The required knowledge and skills are determined by comparing the employee's current skills and knowledge levels with the required competencies for the job. The difference determines the training that you should provide.

Once the training (on-the-job, classroom, on-line, etc.) has been completed, you should evaluate:

Knowledge retention (test, quiz, interview)
Application of knowledge, skills (demonstrations of tasks, observations by the supervisor, etc.)
Ongoing performance on a pre-determined interval (job/performance evaluation)

This should all lead to improved process performance. Something the various QMS standards require you to "Monitor and Measure." That completes the loop.

Allow me to point out that this process is very common in sports teams (NFL, NBA, etc.). Regretfully, this is not very common in some multi-million dollar organizations.

Stijloor.