How To Measure Training Effectiveness

[Mister Cyd]

Good day to you guys!

May I inquire any help from you guys on
1. How can you measure training effectiveness?
2. I've come up with an evaluation form, though I feel it would not be sufficient.
3. Any scorecard you may recommend? or any thing you may suggest how to measure again effectiveness of trainings.

Thank you very much! Any help would be highly appreciated.

[Jennifer Kirley]

Good day Mister Cyd,

This exact subject has been vigorously discussed - you can see links to related threads at the bottom of this page.

In short, more than one approach is used:

1) The trainee's appreciation of the training.
2) The trainee's acknowledged sense of comfort to perform the tasks unaided/unsupervised.
3) Successful testing, hopefully more than 10 T/F questions.
4) The absence of errors or mishaps.
5) The trainee's success in achieving objectives the training was designated to facilitate.

After you look through the related threads, please share your evaluation form if you like, and we can discuss it, plus specific questions.

I hope this helps!

[Randy]

The easiest and best way is to verify that the trainee can actually do what he or she was trained to do, and do it consistantly as required...That's what we call COMPETENCE!

[Mister Cyd]

Ma'am Kirley,

Thank you very much! For the evaluation form I made here, you may take a look and give comments.

Sir Randy,

Thank you very much as well! It shall be noted.

[Colin]

I like the form, it is good information on how the recipient of the training felt the training went but it doesn't really address the points made by Jennifer and Randy - which is 'can the person now undertake the task effectively'.

Competence is about the ability to do the job correctly, probably with minimal supervision. So the test of competence should be to answer that question 'can s/he do the job effectively as a result of the training?'

[Mister Cyd]

Sir Colin,

Thank you sir! I do understand your point, apparently this is a general form I intend to use for each training to be conducted.

Correct me if I'm wrong sir, so does it mean training evaluation forms should be training-specific? Thank you very much again.

[somashekar]

In Reply to Parent Post by Mister Cyd

Sir Colin,

Thank you sir! I do understand your point, apparently this is a general form I intend to use for each training to be conducted.

Correct me if I'm wrong sir, so does it mean training evaluation forms should be training-specific? Thank you very much again.

One of the key point any responsible manager must have in him is the objective assessment ability of his people who work and reporting to him. This is often missing as people are promoted and made responsible for more things which obviously is done by people. If this gap is filled by any means including traning effectively, the company wide training effectiveness measure becomes effective.
I always say that training is need based, and this need must be felt by the responsible managers in a way that they can also measure how effectively this need is met after a training is provided. Its again in the wonderful PDCA process. The one who PLANS the traning must be also the one who CHECKS the effectiveness.

[Colin]

In Reply to Parent Post by Mister Cyd

Sir Colin,

Thank you sir! I do understand your point, apparently this is a general form I intend to use for each training to be conducted.

Correct me if I'm wrong sir, so does it mean training evaluation forms should be training-specific? Thank you very much again.

Yes I think it does but there does not necessarily have to be a different form each time. As Soma has said, it is usually for the line manager to determine whether the training has been effective through the review of their performance.