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Effectiveness of Training... micro or macro?

A

adirondackman

#1
We're having a little debate over how effectiveness of training is documented. Without question, each individual's records must show his or her competence level. But for effectiveness of training, does this need to be documented on an individual basis? Or can it be looked at from a higer level. For example, if we train our procedure on nonconforming product to everyone involved in the handling and disposition of it, do we need to go back and inividually establish the training was effect with each person? Or can we, based on audit results, observations, etc., establish if the training was effective or not for the organization in general?:thanks:
 
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D

David DeLong

#2
I have been presenting seminars for over 20 years and here is how I reflect training effectiveness.

After the training has been provided, I hand out a seminar appraisal sheet that I ask each person to fill out without their name. One of the questions would state "How would you rate your knowledge prior to training?". The participant would then rate it from 1 - 10 with 10 being an expert. The next question asked "After the training, how to do rate your knowledge now?". Again, there is a number rating from 1 - 10.

Invariably, the number is always higher after training. The group may have had an average rating of 3.5 coming in and 6.2 after the training. It is now "proof of the puddin" that the training has been effective and the appraisal sheets will now be maintained by the human resources department.
 

Jim Wynne

Staff member
Admin
#3
I have been presenting seminars for over 20 years and here is how I reflect training effectiveness.

After the training has been provided, I hand out a seminar appraisal sheet that I ask each person to fill out without their name. One of the questions would state "How would you rate your knowledge prior to training?". The participant would then rate it from 1 - 10 with 10 being an expert. The next question asked "After the training, how to do rate your knowledge now?". Again, there is a number rating from 1 - 10.

Invariably, the number is always higher after training. The group may have had an average rating of 3.5 coming in and 6.2 after the training. It is now "proof of the puddin" that the training has been effective and the appraisal sheets will now be maintained by the human resources department.
It's not proof of any kind, imo, and I'm not sure it's even a good indicator of effectiveness. The "proof of the puddin'" is trainee competence, not in filling out training evaluation forms, but in doing the job. Note that if you do pre- and post-testing you're closer to identifying effectiveness of training.
 
D

David DeLong

#4
It's not proof of any kind, imo, and I'm not sure it's even a good indicator of effectiveness. The "proof of the puddin'" is trainee competence, not in filling out training evaluation forms, but in doing the job. Note that if you do pre- and post-testing you're closer to identifying effectiveness of training.
Ok Jim, how would you suggest handling training effectiveness?
 
D

Duke Okes

#6
There are multiple ways of evaluating training effectiveness, and the approach used will differ depending on what the training is covering, who & how many people are being trained, the risks of failure of the training, why the evaluation is being done, cost of evaluation, etc.

Google 'Kirkpatrick' 'training' and 'evaluation'
 

SteelMaiden

Super Moderator
Super Moderator
#7
Adirondack, I think you probably have to use a little of both to get a good answer. Some training may be very effective, no matter who your audience is...is it because the training is so good or that the audience was ahead of the curve? Some training is not effective at all. Is it because it truly was a pitiful attempt, or was the training presented at the wrong time or to the wrong people. And so, sometimes you just combine the macro, and the micro and try to come up with the best results you can. One thing about looking at individuals, you may identify who learns best under what conditions to help you with your mix of training methods.
 
G

ggdjr

#8
Ok Jim, how would you suggest handling training effectiveness?
you didn't really ask me but i'll chime in anyway

we measure overhead in production.
we know how long it should take to make a product and we record how long it takes a batch to run.

after i implemented a 'lean-ish' type of approach, reviewed procedures and testing methods and changed what i saw fit.

after 2 month we reviewed overhead again to see if my training/ procedural changes were effective

they were, but of course upper mgmt. still wasn't satisfied but that's a whole different discussion
 

Jim Wynne

Staff member
Admin
#9
Ok Jim, how would you suggest handling training effectiveness?
By observation of the trainees on the job? Like I suggested, pre-and post-testing can tell you something about whether the trainees know more about the subject at the end of the training than they did at the beginning, but the issue is competence.

In using the OP's example, if a group of people is trained on a process for handling NC material, and subsequent audits confirm that the process is being used properly, you have evidence* that (A) the training was effective and (B) the trainees are competent in that regard. The evidence of competence and effectiveness of training is in the actual work, not in the unsubstantiated claims of the trainees after training.

In direct answer to adirondack man's question, there are times when the higher-level view is appropriate, and others when you might want to take a look at individual performance. There's no rule that effectiveness of training must take place on a person-by-person basis.

*Evidence, not proof, mind you.
 
A

adirondackman

#10
Maybe if I provide an example of what we're looking at, it'll be easier to answer. We recently did plant wide Foreign Object Detection (FOD) training. I can walk out in the shop right now and find evidence that people didn't get the importance of it. To document effectiveness, do we need to document on each individual's record whether the training was effective for them or not? Or is it enough to state that, as an organization, apparently the training wasn't very effective and we need to do something more.
 
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