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Type: HR, Report if not a HR topic
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about the Online voting system, where you have mentioned, employees would put in their remarks ( good or bad ) with reasons about their peers...without knowing who is checking those?!
Anyway, they know that some managerial level is going to check those remarks & their name is going to be there as a person who has entered those comments...isnt it?... my doubt is, would you get a unbias reply/comment...
to verify any of those incidents mentioned you need to spend time to find out if it was true or no?!
Here, we have an online system, where every employee can log in separately & check their leave balance, apply for leave...etc... also, they can SUGGEST, if they have any suggestions in that particular column! but you know what, they DONT?! why? because they are not ready to have their name along with their suggestions... let it be a poisitve or negative!...
May be this has nothing to do with this topic here, but I would like to know the results which you have got from this online system...how far has it helped you in the trainings you had? or on getting feedbacks on your employees by employees...
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about... See Diana's complete reply
Diana,
you said the right thing no one wants their name on the piece of information they provided. let me tell ya that we have the similar kind of common log-in and password which is given to all the employees at a specific department from whom we need a comment or their views on a particular training which is imparted or Training which they are yet to undertake.
As its is a common log-in for everyone there the question of their name attached with the comments waves off.
Yes, this has helped us to get right result and as you know that there is no way to get the exact bias free data out of the subjects (employees).
For Example - we run an online voting software where an employee can logg-in and can vote the best performer for the quarter. based on 3 criteria 1st - Hard Work
2nd - Stay humble
3rd - Straight Talk
Now a person needs to evaluate why he thinks the employee deserves to be a star performer of the quarter and give real time example based on the 3 criteria.
Management already has short listed employees on the basis of the number or performance of the last 3 months they just need to consider the votes based on these criteria also.
And then make a judgement.
( Pls Note that all the 3 criteria are the core values of our COMPANY. they have their own definitions. )
this is one simple example..... how it works...I have partially explained it. it has many do's and don't and i got to put on my company operations policy for employees to vote and different software and the researchers data to prove my point which might take a hell lota space here. ;)
let me know if you have any questions.
-Harsh
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about... See Diana's complete reply
Diana,
you said the right thing no one wants their name on the piece of information t... See Harsh's complete reply
Thanks,
That would do, though I am not in favour with this system that employees
would remain "unknown"...since we might face more difficult situations, more politics, back bites, favourism...etc...
In one way it would lead to more freedom, for the few who would like to take
disadvantage of this "unknown" face & do/say/write/comment as they wish.
I am happy that this method has worked out for you & your Co.
Thanks once again for your reply...
Diana
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about... See Diana's complete reply
Diana,
you said the right thing no one wants their name on the piece of information t... See Harsh's complete reply
Thanks,
That would do, though I am not in favour with this system that employees
See Diana's complete reply
Thax Diana,
Have a great day,
-Harsh
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10 Replies
2247 Views 10 Replies+6
After Training Period Assessment
Type: HR, Report if not a HR topic
Posted 27-05-2009Reply
Dear Fellow HR Experts,
I have entered the world of corporate training not so long ago however, I have been quite effective a trainer. I have one of my corporate clients who is also asking me to get involved in after training assessment process. The training will be mostly behavioural and would not be easy to assess the results in quantitative way.
While, I have given a thought to this and have come up with a "progress card" method, I would like to know from you all the means, formats, tools of the after training periodic assessments that are used in medium sized corporates today.
Are there any Progress Card based methods used by any of you currently? Please suggest me any other methods for periodic assessment of behavioural skills.
Please feel free to share ANY information that you can about this topic.
Archana Jog
(AJ - as the HR world fondly calls me)
Very interesting...
I am not involved in the direct training/mentorship, however we do have technical trainings which goes on now & then...which our TLs take care of...
Depending on their topics for mentorship, we (HRs) schedule a time table, which would not hinder the normal hours & project deadlines for both the trainers & trainees, prepare all the required tools, like projector, sitting arrangements, boards...etc (specially if u dont have a specific room for these meetings, it would be difficult to plan...)
We do have separate forms for mentors & the trainees...these include their feedbacks on the trainings...these forms would be given to them at the end of every session & ask them to fill & give back on the same day itself...
Based on these feedbacks/suggestions we can plan a better program for the next sessions...
e.g. for trainers/trainees feedback forms could be ::
* Were the information, correspondences and training about the program
provided adequate?
* Number of meetings held.
* Were your goals for participating in this program met?
* What recommendations would you have for improving the process of
mentorship program?
* How do you evaluate individual performance (Topic wise) (for mentors)
These would work out best for technical trainings...but as you have mentioned here, this is a behavioural training, its more sensitive & should be careful about the feedbacks & reviews since there would be a lot of biasness due to different ideas from different people...
If you have them from different teams, I think you can prepare this questionnaire from the immediate Reporting/Team Manager...e.g. what are the differences they have noticed since the training? what more suggestions would they have for a more productive sessions...etc.
If you could be more precise about what training is that exactly, I think you would get more answers from HRs out here :)
Hope this could help...
All the best,
Diana
I am not involved in the direct training/mentorship, however we do have technical trainings which goes on now & then...which our TLs take care of...
Depending on their topics for mentorship, we (HRs) schedule a time table, which would not hinder the normal hours & project deadlines for both the trainers & trainees, prepare all the required tools, like projector, sitting arrangements, boards...etc (specially if u dont have a specific room for these meetings, it would be difficult to plan...)
We do have separate forms for mentors & the trainees...these include their feedbacks on the trainings...these forms would be given to them at the end of every session & ask them to fill & give back on the same day itself...
Based on these feedbacks/suggestions we can plan a better program for the next sessions...
e.g. for trainers/trainees feedback forms could be ::
* Were the information, correspondences and training about the program
provided adequate?
* Number of meetings held.
* Were your goals for participating in this program met?
* What recommendations would you have for improving the process of
mentorship program?
* How do you evaluate individual performance (Topic wise) (for mentors)
These would work out best for technical trainings...but as you have mentioned here, this is a behavioural training, its more sensitive & should be careful about the feedbacks & reviews since there would be a lot of biasness due to different ideas from different people...
If you have them from different teams, I think you can prepare this questionnaire from the immediate Reporting/Team Manager...e.g. what are the differences they have noticed since the training? what more suggestions would they have for a more productive sessions...etc.
If you could be more precise about what training is that exactly, I think you would get more answers from HRs out here :)
Hope this could help...
All the best,
Diana
Hello Archana,
One way to do the post-training assessment is to use the Net Promoter Score (NPS) which is a simple one-question assessment:
---------------
How likely is it that you would recommend this training to a friend or a colleague?
---------------
Users would need to pick a score from 1 to 10 where 10 is most likely and 1 is least likely.
Some assessors follow up this question with more questions though.
RK
One way to do the post-training assessment is to use the Net Promoter Score (NPS) which is a simple one-question assessment:
---------------
How likely is it that you would recommend this training to a friend or a colleague?
---------------
Users would need to pick a score from 1 to 10 where 10 is most likely and 1 is least likely.
Some assessors follow up this question with more questions though.
RK
I agree RK. I have seen some other questions like the following too :
1. How often have you found opportunities to put the specific skills to use on the job ?
This is a direct indication of the usefulness of the skill taught as well as gives a scope to assess the usability of the same to real life situations.
2. Would you like to take a follow up training on similar skills ?
1. How often have you found opportunities to put the specific skills to use on the job ?
This is a direct indication of the usefulness of the skill taught as well as gives a scope to assess the usability of the same to real life situations.
2. Would you like to take a follow up training on similar skills ?
Well, The progress card method is a good one, we here at our organization have gone through the same.
Now let me tell ya there are two kinda assessment forms which we have used one which is to be filled by the the employees. Here they need to asses their own work and working relationship with their peer or boss or trainer etc.
One has to grade on the scale of 1 to 10 and have to provide a reason for the rating.
Second type of assessment is when the manager sits one on one with the employee and asks different questions and derives the level of his behavioral changes.
These tests first can be ever week that is Friday to Friday, than can be extended to a monthly basis and then quarterly.
We also put an online voting system for the employees where they can put the remarks about every person they work with GOOD REMARKS OR BAD but they have to provide reasons for the same and they should not know who will assess these details. But they should be assured that the comments will stay confidential.
Well there are many more assessment forms we use for performance appraisals, numbers (Target) assessment form, personality assessment
Thank you,
Harsh
Now let me tell ya there are two kinda assessment forms which we have used one which is to be filled by the the employees. Here they need to asses their own work and working relationship with their peer or boss or trainer etc.
One has to grade on the scale of 1 to 10 and have to provide a reason for the rating.
Second type of assessment is when the manager sits one on one with the employee and asks different questions and derives the level of his behavioral changes.
These tests first can be ever week that is Friday to Friday, than can be extended to a monthly basis and then quarterly.
We also put an online voting system for the employees where they can put the remarks about every person they work with GOOD REMARKS OR BAD but they have to provide reasons for the same and they should not know who will assess these details. But they should be assured that the comments will stay confidential.
Well there are many more assessment forms we use for performance appraisals, numbers (Target) assessment form, personality assessment
Thank you,
Harsh
Well, The progress card method is a good one, we here at our organization have gone through the same... See Harsh's complete reply
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about the Online voting system, where you have mentioned, employees would put in their remarks ( good or bad ) with reasons about their peers...without knowing who is checking those?!
Anyway, they know that some managerial level is going to check those remarks & their name is going to be there as a person who has entered those comments...isnt it?... my doubt is, would you get a unbias reply/comment...
to verify any of those incidents mentioned you need to spend time to find out if it was true or no?!
Here, we have an online system, where every employee can log in separately & check their leave balance, apply for leave...etc... also, they can SUGGEST, if they have any suggestions in that particular column! but you know what, they DONT?! why? because they are not ready to have their name along with their suggestions... let it be a poisitve or negative!...
May be this has nothing to do with this topic here, but I would like to know the results which you have got from this online system...how far has it helped you in the trainings you had? or on getting feedbacks on your employees by employees...
Well, The progress card method is a good one, we here at our organization have gone through the same... See Harsh's complete reply
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about... See Diana's complete reply
Diana,
you said the right thing no one wants their name on the piece of information they provided. let me tell ya that we have the similar kind of common log-in and password which is given to all the employees at a specific department from whom we need a comment or their views on a particular training which is imparted or Training which they are yet to undertake.
As its is a common log-in for everyone there the question of their name attached with the comments waves off.
Yes, this has helped us to get right result and as you know that there is no way to get the exact bias free data out of the subjects (employees).
For Example - we run an online voting software where an employee can logg-in and can vote the best performer for the quarter. based on 3 criteria 1st - Hard Work
2nd - Stay humble
3rd - Straight Talk
Now a person needs to evaluate why he thinks the employee deserves to be a star performer of the quarter and give real time example based on the 3 criteria.
Management already has short listed employees on the basis of the number or performance of the last 3 months they just need to consider the votes based on these criteria also.
And then make a judgement.
( Pls Note that all the 3 criteria are the core values of our COMPANY. they have their own definitions. )
this is one simple example..... how it works...I have partially explained it. it has many do's and don't and i got to put on my company operations policy for employees to vote and different software and the researchers data to prove my point which might take a hell lota space here. ;)
let me know if you have any questions.
-Harsh
Well, The progress card method is a good one, we here at our organization have gone through the same... See Harsh's complete reply
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about... See Diana's complete reply
Diana,
you said the right thing no one wants their name on the piece of information t... See Harsh's complete reply
Thanks,
That would do, though I am not in favour with this system that employees
would remain "unknown"...since we might face more difficult situations, more politics, back bites, favourism...etc...
In one way it would lead to more freedom, for the few who would like to take
disadvantage of this "unknown" face & do/say/write/comment as they wish.
I am happy that this method has worked out for you & your Co.
Thanks once again for your reply...
Diana
Well, The progress card method is a good one, we here at our organization have gone through the same... See Harsh's complete reply
Hi Harsh,
Thanks for your inputs...
But, I have my own concerns about... See Diana's complete reply
Diana,
you said the right thing no one wants their name on the piece of information t... See Harsh's complete reply
Thanks,
That would do, though I am not in favour with this system that employees
See Diana's complete reply
Thax Diana,
Have a great day,
-Harsh
After training there are certain aspects to be evaluated
1. Technical
2. Decision related
3. Motivation related
4. Behaviour related
5. Leadership related
6. Group related or team related
7. Individual and personal
8. Satsfaction related
9. work place related
10. Environment related
11. Understanding
12. delegation etc
The list may be quite large so first we have to find the objective of the programm then only we can evaluate the training.
I hope you might have got some idea about the evaluation.
With regards
K Narayan Choudhary
1. Technical
2. Decision related
3. Motivation related
4. Behaviour related
5. Leadership related
6. Group related or team related
7. Individual and personal
8. Satsfaction related
9. work place related
10. Environment related
11. Understanding
12. delegation etc
The list may be quite large so first we have to find the objective of the programm then only we can evaluate the training.
I hope you might have got some idea about the evaluation.
With regards
K Narayan Choudhary
Dear all,
Thank you very much for all the reading and replies. However, I feel, very few of you have replied to what I am looking for.
I guess I am at fault for this, I may have not written clearly of what I am looking for.
Most of you have replied with 'evaluating the training program' but I am looking for methods for evaluating the staff / participants on periodic basis to understand the progress after training. These are all behavioural skills and not technical skills that I am looking to evaluate.
AJ
Thank you very much for all the reading and replies. However, I feel, very few of you have replied to what I am looking for.
I guess I am at fault for this, I may have not written clearly of what I am looking for.
Most of you have replied with 'evaluating the training program' but I am looking for methods for evaluating the staff / participants on periodic basis to understand the progress after training. These are all behavioural skills and not technical skills that I am looking to evaluate.
AJ
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