Training Effectiveness Presentation by KRS Sastry Senior Faculty –IPE

Conceptual framework- Training Evaluation Any training evaluation system Needs to address the following : (a) Did the trainees liked the programme? (b) Did they learn? © Do they use it?, (d) Did it impact the bottom line? (e) What is the return the investment on training?, (f) Reduction of cost between old and new resources

Training Effectiveness Training effectiveness is evaluated based on: Objectives set for the programme Type of the need identified before imparting the training (need) level of the training ( basic/Intermediary/advanced. Any training programme should necessarily meet all the following requirements: 1. Trainee’s satisfaction 2. Acquisition of New skills/knowledge 3. Performance improvement after the training 4. Training Transfer 5. Return on investment on training

Evaluation of Training Effectiveness The added value of an employee’s learning experience is how well he / she perform on the job. This should be cognizable even if not measurable. The feedback should apply to all the programmes (i.e. in-house and external). Where fixing of certain financial parameters is possible, they should be established in an unambiguous /lucid manner. Nevertheless a serious attempt should be made by the finance department to institute a cost-benefit exercise to the extent possible

Evaluation of Training Effectiveness Even if evaluation in monetary terms is not possible, the other outcomes like : Performance improvement, Transfer training, Improvement in the behavioural traits etc., are to be reckoned It is amply made clear that all the developmental programmes meant for grooming the employees to face the future challenges cannot be measured in financial terms, as their advanced skills/knowledge cannot be applied on the current jobs.

Feedback Forms Feedback is made in three forms : Feedback by the participant - about the course content & faculty Feedback from the Institution imparting training about the candidate’s performance during the training programme Annual feedback from HODs about the effectiveness of the training imparted to the employees relating to their department.

General Feedback Formats “ Feedback on Training courses/seminars/workshops A) Reactive feedback of the participant covering the following aspects: (1) About Training Material (2)About Faculty & the instructional techniques (3) Course Content (4) Relevance of the course with reference to the present job (5)Usefulness of the course for immediate use / Future use (6) Overall views on the course. B) Annual Feedback from HOD: regarding effectiveness of Training Programme’ : This is generally a descriptive statement but not a form ; The feed back should emanate from the immediate superior and endorsed by HOD.

Reactive Feedback of the Participants in the Training Programme About the Course: 1. m\Met my expectations. 2. Able to apply the knowledge learnt. On my immediate job 3. Able to apply the knowledge learnt. On my future jobs 4 able to apply the knowledge learnt for personal development/ post retirement 5) Training will result in cost benefits in due course 6) Training objectives for each topic were identified and followed. 7)Training content is organized and easy to follow. 8)Reading materials is useful Highly SatisfactorySatisfactoryNot t the expec tation s About The Trainer Trainer is knowledgeable Quality of instruction is good. Trainer met the training objectives participation and interaction was encouraged Adequate time was provided for interaction

Annual Feedback from Section Head & HOD Name of the Trained employee Employee Number Department /section ; Details of Training Attended: Duration In-house / external: Nature of Training: Induction/ Mandatory / Mid career / Post promotion/ New Technologies/ Identified need Level of Training: Basic / Intermediary / Advance Objective of the Training Imparted: Improve the knowledge / skill Improve the attitude

Annual Feedback from Section Head & HOD 1) Trainee has Actually Learnt Yes / No 2) Improvement after Training: Improved performance : Excellent / very good /Goods Improved productivity : Excellent /very good/Good Ability to transfer Training: Excellent / very good /Goods Change in attitude : Excellent / very Good/ Good 3) Training related to Technology absorption” Able to apply on Job ; Excellent / very good /Goods Ability to transfer Training: Excellent / very good /Goods 5) Can be benefits of training Quantifiable: Physical Terms: No/ Yes. Improved productivity/ reduction in rework Financial terms No/ Cost Benefits can be worked out 4) Any further Training is suggested in the immediate future; Yes // No 6) If further Training is needed specify the nature of training;

Procedure followed for obtaining the feedback After completion of a Training. Programme, the nominated employees have to furnish, their Feedback on Training programme in the prescribed Form. The Institutes which conduct the training programmes have to give their feed back on the nominated employees in the prescribed Form Annual Feedback is obtained from HODs for the training programme attended by the employees nominated by them in the prescribed Form Record of training programmes attended by Officers / Employees nominees is maintained. In prescribed Form

Suggestions on Training Evaluation After the completion of the training, the trainees need to submit a detailed write-up regarding (a)Information such as facts, techniques, and procedures that were obtained during the training to test how far he/she recalls the contents after the training (b)The Skills that can be demonstrated on the jobs. The trained employees can be asked to offer their comments on the possible modifications/ inclusions in the course material etc.and get ready for training others (transfer training)

Suggestions on Training Evaluation If some positive views are expressed by the employees in regard to the utility of such programmes, they need to demonstrate that actual learning took place by submitting a detailed write-up regarding: (a)Information such as facts, techniques, and procedures that were obtained during the training (b)Skills that trainees can demonstrate in tests or on the jobs In the case of Technology transfer by the collaborators the TDAC/HR should ensure that the technology is fully absorbed and it is transferable to other employees through transfer training

Suggestions on Training Evaluation Trainees and their superior’s satisfaction with the training programme is the most essential part of the feedback system. If some employees are rated fair or poor in their PMS/ACR, they need to be sent for training. Hence these employees are expected to show progress and they should not again fall in the same category of fair/poor in the subsequent years. Otherwise there will be no meaning in certifying that the concerned employees who have gone for training have improved in their skills/knowledge/attitudes etc., and ultimately getting rated as poor once again

Suggestions on Training Evaluation If the necessity for training arose due to certain noticed deficiencies, the report after the completion of the training is very crucial. The responsibility of the person who gives feedback should be a senior executive. If the training did not yield expected results, this should be reported upon immediately to the concerned for arranging retraining. Change in attitude after training is another important ingredient for assessing the effectiveness of any training programme. It is not only the superior who needs to certify about the positive change of attitudes, but by others as well especially if such employee is involved in intimate cross functional areas.

Suggestions on Training Evaluation For short duration programmes (say one or two days), that are conducted by external institutions, which are generic in nature and only one or two employees are sponsored, any exercise to derive some tangible results is only an exercise to fulfill the formality. The feedback from the training Institute strictly cannot be considered as a feedback on the effectiveness of the training programme.. For an effective evaluation for both in-house and external programmes it is essential to conduct a “Pre-Test’ (to evaluate the knowledge/skill before commencement of training) and ‘Post-test’ (i.e. the same test – to measure the effectiveness of the training).

Suggestions on Training Evaluation If some employees are rated fair or poor in their PMS/ACR, they need to be sent for training- It is essential to concentrate on development of such weak employees (i.e. in knowledge /skills) Change in attitude after training is another important ingredient for assessing the effectiveness of any training programme. It is not only the superior who needs to certify about the positive change of attitudes, but by others as well especially if such employee is involved in intimate cross functional areas.