Measuring Training Effectiveness
Training is a critical component in any organization's strategy, but organizations don't always evaluate the business impact of a training program. Given the large expenditures for training in many organizations, it is important to develop business intelligence tools that will help companies improve the measurement of training effectiveness. These tools need to provide a methodology to measure, evaluate, and continuously improve training, as well as the organizational and technical infrastructure (systems) to implement the methodology. Cross-functional and reporting and learning analytics provide important connections between the measures of learning effectiveness offered by a learning management system (LMS) and the larger enterprise metrics that indicate whether learning is transferred and positively affects business results.
Training Effectiveness & its Significance
In
The Input-Process-Output Model for an Effective Training
· Training need analysis: survey based on performance gaps in previous year & performance opportunities in the next year.
· Periodical request from department heads based on potential appraisal exercises.
· Information on implementation of new practices, technological changes, strategic moves, and changes in the environment.
· Information on new recruitments.
· Updation of procedures, rules & regulations.
· Training policy of the administration
Process
· Exercise of determining needs & maintenance of training register
· Verification of need to prepare training plans
· Deciding to conduct onsite programmes, if large number of participants require training.
· Deputation of employees for short term training programmes conducted by local training institutes.
· Conducting induction training for new recruits.
· Monitoring the training conducted by various departments.
· Implementation of changes in the prgramme as necessitated by the feedback.
· Release of training plan
· Issue of orders of deputation for individual programmes
· Feedback on effectives: from participants, from departmental heads
By Priti Shah
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