How do I measure Measuring Training Effectiveness? Performance evaluation?

[Raffy]

Hi everyone,
Can anybody from the group on how I will measure the training effectiveness? Does a follow-up audit would help to guide me on measuring such training?
Any feedback would be appreciated.
Thanks in advance,
Raffy

[Jim Biz]

Follow-up audit would be one way.

A "final examination" test could be another.

There are most likely a number of ways to get it documented as Effective.

[db]

Raffy,

I read a book about 10 years ago or so by a guy named Kilpatrick (spelling). In this book, he outlined 4 levels of measuring training effectiveness. Quickly;

Level 1: Smile sheets, did the trainee enjoy the training. The worst method, no real effectiveness measured.

Level 2: Pre/Post tests. Better, it measures knowledge gain, but doesn’t answer if the trainee can perform.

Level 3: On-the-job evaluation. This is the best level (IMHO). It asks if the trainee can now perform what was trained.

Level 4: Economic impact: This measures how much the organization gained as a result of the training. Excellent idea, but there are so many competing factors in financial impact, it would be almost impossible to determine (once again, IMHO)

I checked Amazon.com. I couldn’t find any reference to the book, which makes me think I have the name wrong. Can anyone else fill in the gaps?

Dave B (the other Dave)

[CarolX]

Hi Raffy,

I have to agree with Dave and say performance evaluation is the way to measure effectiveness. Really gets to the issue...did the employee learn from the training?

CarolX

[Atul Khandekar]

Yes, It's known as Kirkpatrick's model. Just do a web search on say, Google and you'll find loads of info.

[db]

Atul,

Thanks for setting me straight. I was looking for Kilpatrick, not KirkpatricK. That is why I couldn't find anything. It helps to get the name right. But when you get to be as old as I there are somethings you forget.

Dave B (the other Dave)

[David Mullins]

1. There's a whole pile of info at the egroup on ROI. This group has been going for about 2 years and covers numerous facets of ROI, including the problmes with Kirkpatrick and his model.

worth a look before drowning in searches on the subject.

http://groups.yahoo.com/group/roinet


2. If you've done any courses in training you wouldn't be asking this question or even going down the ROI path.

Get on a "train the trainer" type course. It'll teach you about training plans, outcomes, key competencies, assessing/confirming competency, etc. This will provide objective evidence of the success, or otherwise, of the training provided.

3. The other dave certainly put it neatly into levels - which really makes it simple and clear (the way I like it). Just watch out when you go for level 4, as measures have to be meaningful and economically sound to collect and process.

Cheers.

[Raffy]

First of all, I would like to thank everybody who answers on my questions.
Thank you.

Our specifications says "that all in-house trainer must undergo the training the trainer training program before conducting the training." However, with this on the specification, it limits us to provide a technical training because we must undergo first training the trainers program. That's why I'm asking questions regarding measuring training effectiveness.

I myself did not undergo the training the trainers program. My problem started when our boss transferred the responsibility with regards to training in our department. I insert a grandfathering clause in our specs.
Since I don't undergo such training, measuring training effectiveness is not clear to me.

I look the Kirkpatrick model, its great to google search. There's a lot of information on the net. It helps. I think I have to document the Kirkpatrick Model. Hmmm....I think I should have to incorporate training effectiveness in our document.

Hi CarolX, in our case, superiors perfomed "performance evaluation" annually / semi-annually.

Do we need to immediately perform performance evaluation after the training?

Originally quoted by CarolX:
"Really gets to the issue...did the employee learn from the training? "
Yes, because our productivity increased and less downtime. It is documented through our daily monitoring status and not using a form for measuring training effectiveness.

I have another thing that bothers me, "Do i need to document it using our form in measuring training effectiveness?"

Best regards,
Raffy