Post training feedback from Managers

Focus on business issues?
Training effectiveness can be defined as “did the training achieve its objectives”.

For trainers and possibly learners this is likely to focus mainly on the training objectives.

For managers and probably learners too, it is more likely to be seen from the perspective of “did this training enable me to do what is required of me and/or my team, and to the right standard, so that the key indicators of success, e.g. waste, or profit, etc, head in the right direction?”

For the second scenario, usually seen as the one of most use to the organisation, these indicators of success, an analysis of any performance problems, and therefore any requierd training objectives, will have been identified before hand and a baseline established. This makes the evaluation of training effectiveness for BOTH the trainer AND the organisation much easier, and more valuable. It is also likely to be seen by the learner (and therefore the employee) as more credible and related to their job, and so more likely to get buy-in.

Kirkpatrick provides a useful and easily remembered framework to help see things from the trainer’s perspective. Jack Phillips tries to take a more business-centred view with his return on investment focus.

You can find out more about how to take a more robust approach to evaluating the effectiveness of training by looking at Paul Kearns’ stuff elsewhere in TrainingZone and also at some of my work at http://www.trainerbase.co.uk/Useful/items.asp?CategoryID=15

Best wishes

Martin Schmalenbach

2 Responses

User deleted says:

December 20, 2004 at 8:11 pm

Focus on business issues?
Training effectiveness can be defined as “did the training achieve its objectives”.

For trainers and possibly learners this is likely to focus mainly on the training objectives.

For managers and probably learners too, it is more likely to be seen from the perspective of “did this training enable me to do what is required of me and/or my team, and to the right standard, so that the key indicators of success, e.g. waste, or profit, etc, head in the right direction?”

For the second scenario, usually seen as the one of most use to the organisation, these indicators of success, an analysis of any performance problems, and therefore any requierd training objectives, will have been identified before hand and a baseline established. This makes the evaluation of training effectiveness for BOTH the trainer AND the organisation much easier, and more valuable. It is also likely to be seen by the learner (and therefore the employee) as more credible and related to their job, and so more likely to get buy-in.

Kirkpatrick provides a useful and easily remembered framework to help see things from the trainer’s perspective. Jack Phillips tries to take a more business-centred view with his return on investment focus.

You can find out more about how to take a more robust approach to evaluating the effectiveness of training by looking at Paul Kearns’ stuff elsewhere in TrainingZone and also at some of my work at http://www.trainerbase.co.uk/Useful/items.asp?CategoryID=15

Best wishes

Martin Schmalenbach
User deleted says:

January 18, 2005 at 8:36 pm

material for your query
Hi, Archana.
I can be of some help for you in this matter . If you can give me your email I can forward you the material I have with regards to this query of yours.

Regards
Goutham