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Training Communication
Approaches to communicate the relevance of training programs 1 Strategically Align Training to Business Objectives to Ensure Its Value. 2. Learning Leaders and Programs Need to Speak the Language of Business 3. Learning Metrics are Key 4. Increase Training Value through Efficiency 5. Enlist Learning Champions
Learning programs should be properly aligned to the company mission and profit-center in order to be successful. Training initiatives are deemed properly aligned when:
Programs contribute to organizational strategy and the bottom line. Activities are directly linked to corporate objectives. Through training, employees are able to see their part in achieving corporate goals.
When leaders directly impart the skills and lessons theyve learned to the individuals on their teams, they bring learning closer to the business, give more credibility to the learning experience and make all participants more accountable.
Due to increased accountability, training evaluation process is a critical component of an organizations training program. Organizations administering training are accountable for what employees learn and for ensuring that employees transfer their knowledge to their work performance. Information should be collected to determine whether training is assisting the organization to improve its business performance.
The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Ensures whether candidates are able to implement learning in their respective workplaces, or to the regular work routines. The process of training evaluation defined as any attempt to obtain information on the effects of training performance and to assess the value of training in the light of information.
It helps in finding the relationship between acquired knowledge, transfer of knowledge at the workplace and training. It helps in controlling the training program. It helps in determining that whether the actual outcomes are aligned with the expected outcomes. The Evaluation of any training program has certain aims to fulfill, these are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure.
Before Training: The learner's skills and knowledge are assessed, they are made aware of the objective of the training and learning outcomes. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style. During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals. After Training: learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect.
The five main purposes of training evaluation are: Feedback: giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: the top management uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
The Kirkpatrick Model provides 4 points of analysis:Did the learners like it? How did they feel about the training? Reaction
Did they get it? What new skills, knowledge and attitudes did they learn? The resulting increase in knowledge or capability.
Learning
Behaviours
Extent
of
behaviour
and
capability
improvement
and
implementation/application.
Results
EXAMPLES OF EVALUATION TOOLS AND METHODS 'Happy feedback forms. Verbal reaction, postsheets', Quick and very easy to obtain. Not expensive to RELEVANCE AND PRACTICABILITY
(WHAT IS
CHARACTERISTIC MEASURED) S Reaction evaluation is Reaction how the delegates felt about the training or learning experience.
training
surveys
or
gather or to analyze.
quantifiable skills.
Observation
and
Behavior evaluation is
Behavior the extent of applied learning back on the job - implementation.
Measurement of behavior
change typically requires cooperation and skill of linemanagers.
not
difficult;
and reporting - the Process must attribute clear challenge is to relate to accountabilities.
the trainee.
Learning Styles theory is extremely relevant to training and teaching. Learning Styles theory also relates to methods of assessment and evaluation, in which inappropriate testing can severely skew results. Testing, as well as delivery, must take account of people's learning styles, for example some people find it very difficult to prove their competence in a written test, but can show remarkable competence when asked to give a physical demonstration. Text-based evaluation tools are not the best way to assess everybody.
The Conscious Competence learning stages theory : The model helps explain the process of learning to trainers and to learners, and also helps to refine judgments about competence, since competence is rarely a simple question of 'can or cannot. The Conscious Competence model particularly provides encouragement to teachers and learners when feelings of frustration arise due to apparent lack of progress.
SELF -ASSESSMENT
Merits of Self Assessment The cost factor is quite low. Data can easily collected. Time consumption of the trainer and trainee is negligible. Outside interference is completely avoided. Effective relationships develop between the trainee. Well designed answer sheet can produce healthy results.
Based on biased responses The responses given by the trainees can be based on misrepresentation or misinterpretation of the questions asked The information provided by the trainees cannot be evaluated in terms of their correctness
QUESTIONNAIRES
Questionnaires offer a structured tool that may provide both quantitative and qualitative information about employee reactions to the training event. The questionnaire should focus on both training content and delivery. The training content section should target questions to ascertain whether the training materials provide useful information that will assist in performing work tasks and whether the employee is more knowledgeable about the subject matter following the training event.
MERITS
Questionnaires in one form or another do appear in all kinds of research and surveys. Easy and simple in use. Less cost. Information obtained is authentic in nature.
Demerits
The questionnaire should be framed with utmost care so that it measures the variable in exactly the way it has been designed for. Difficult to cover every topic related with training program. Lengthy process and analysis is difficult.
INTERVIEW
Interviews could be conducted to find the usefulness of the training offered to operatives. Interviews can be conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. Each of these methods has its own merits and demerits.
Merits
There is assurance of response. Since the candidate is physically present , the interviewer get an opportunity to evaluate various aspects of his personality.
Demerit
Lack of personal touch in case of telephonic interview. Time consuming.
OBSERVATION
Observation is another evaluation method that provides information regarding employee reactions to the training. Training department personnel should observe employee interaction, level of engagement with training instructors and responses to course content. This evaluation technique may be informal or highly structured. Informal observation can be used to provide general information about the training structure
The assessment of competency learning is whether the training material has been learned and is best conducted at the individual level. It is at the individual level that organizations are able to assess employees reactions and increased understanding. Reactions are important because, if trainees react negatively to a course, they are less likely to transfer what they learned to their work
One of the method of assessing competency of learning is knowledge reviews, which offer an objective means of determining whether training content has been learned. Knowledge reviews refer to a general group of assessment tools in which employees read questions and respond in writing. The knowledge reviews may be administered by delivering the tool at the start and end of the training event.
Employees also require information about competency learning. This information can be obtained through: Employee Portfolio The employee portfolio is an effective means of providing information to employees as well as their managers about the level of mastery of particular knowledge, skills or abilities following a training event. The employee portfolio should be designed to be used for informational purposes only. The results of the portfolio are not intended to be linked to employee performance evaluations.
Skill Gap Analysis Another means of providing employees information about their skill development is to require business unit managers to conduct an assessment of each employees level of knowledge, skills and abilities relative to the level required for successful performance in the position. The Skill Gap Analysis can be administered using a survey instrument.
The assessment of competency application, whether the competencies have been applied to improve performance and justify the investment, is best conducted at the organizational level, where performance changes can be assessed and related to training costs incurred.
For the business units, the training evaluation process can provide opportunities to determine how competencies are being applied on the job. The information will assist them in making sound business decisions and determining training priorities. This information can be obtained through: a) Analysis of Organizational Performance MeasuresOrganizational performance measures identify the metrics against which successful business unit operations can be evaluated.
b) Analysis of Training Return on Investment (ROI) ROI is a measure of the monetary benefits obtained by an organization over a specified time period in return for a given investment in a training program. ROI can be used both to justify a planned investment and to evaluate the extent to which the desired return was achieved. ROI is calculated by making estimates or obtaining measurements of the costs and benefits associated with a training program. Using this information, the business units can effectively assign and apply resources to improve performance and ensure organizational success.
Training Development In Retail And FMCG SectorRetail/FMCG Sector is the most booming sector in the Indian economy and is expected to reach US$ 175-200 billion by 2016. With this rapid expansion and coming up of major players in the sector, the need of human resource development has increased. Lack of skilled workers is the major factor that is holding back the retail sector for high growth.
Earlier there were no training programs as such for insurance agents but on-the-job training only that was given once the new agent was appointed. But now the scenario has been changed, with the coming up of big players like ICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata AIG General Insurance, etc in this sector, people who've had some formal training are preferred while recruitment because it can be helpful in the insurance field.
With this rapid expansion and coming up of major players in the sector, the focus is more on the skilled employees and the need of human resource development has increased. The companies are looking for skilled and hard working people who can give their best to the organization. Various companies are opening training institutes to train interested ones in this sector, like Toyota has recently opened Toyota Technical Training Institute (TTTI) near Bangalore that will offer 4 courses in automobile assembly, mechatronics (a combination of mechanical and industrial electronics), automobile weld and automobile paint. TTTI will provide both a high standard of education and training in automotive technology as well as employment opportunities.
On-the-job training Brainstorming sessions Distant learning Workshop Short-term interactive sessions Seminar Online eLearning CBT training program Computer Lab Work Group study Instructor lead class room training