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Employee Training

11 Ways to Measure Effectiveness of Employee Training

Last Modified: 7 June, 2020 Leave a Comment

The final step of the training and development process is evaluations of results and effectiveness of training. The evaluation program helps in the assessment of various methods and techniques used in training.

ways to measure effectiveness of employee training
ways to measure the effectiveness of employee training

Evaluation is the lifeblood of training, measuring the effectiveness of employee training, the application of new skills, the improvement in performance, and then using those measurements to further improve training programs.

The form of evaluation that we undertake is determined by the criteria that we choose, or are told to use, to measure success.

How to Measure Success or Effectiveness of Training

Following are the ways to measure the effectiveness of employee training:

1. Numbers

One way of measuring the effectiveness of training is the good old bums on seats.

Although by no means a true measure of the effectiveness of training student numbers do reflect the fact that the training is addressing a need and that the design and methodology are meeting expectations.

2. Direct Cost

Direct costs are those costs incurred directly as a result of a training program – external design and development, consultancy fees, travel expenses, and so on.

If the program did not take place, these costs would not be incurred.

Many organizations only ever take direct costs into consideration when measuring training costs.

Related: Must-Have Skills and Qualities of Effective Corporate Trainer.

3. Indirect Costs

Indirect costs are a cost that may or may not be directly associated with a training event, but which would have been incurred anyway, whether or not the training took place.

Examples are equipment. Any analysis of the true costs of training will include both direct and indirect costs.

4. Efficiency

Efficiency is a measure of the amount of learning achieved relative to the number of effort put in.

In practical terms, this means the amount of time it takes to complete a piece of training.

Efficiency has a direct relation to cost – the more efficiency a training method is, the less it will cost.

5. Performance to Schedule

Sometimes with a training program, time is of the essence – the training needs to be completed by a given date if particular business objectives are to be achieved.

In these situations, the extent to which a training program performs to schedule is a critical measure of effectiveness.

6. Income Received

If you are a training provider operating externally to a client organization, then income received is a vital measure of your effectiveness.

Its the financial equivalent of bums on seats – the more courses you run or places you fill, the greater the benefits.

Some internal training providers may also cross charge their clients, although, because this correspondingly increases the cost to the organization, this is not regarded as a benefit when assessing return on investment.

Related: Key Principles of Employee Training.

7. The Extent to Which Trainees Mix

A justification often made for training, particularly group events, is that it provides an opportunity for students who work in different departments or regions to meet with each other, share experiences, and make contacts.

Because this a valued outcome of training, it needs to be considered when comparing training methods.

Similarly, some training may be regarded as a perk, a benefit of some value, even if this is not directly related to learning.

8. Reactions

Reactions are what you measure with the happy sheet.

how to measure training effectiveness
how to measure training effectiveness

Reactions are important because, if students react negatively to your courses, they are less likely to transfer what they learned to their work and more likely to give bad reports to their peers, leading in turn to lower student numbers.

25 Advantages and Disadvantages of Employee Training.

9. Learning

Learning, in terms of new or improved skills, knowledge, and attitudes is the primary aim of a training event.

Learning can be measured objectively using aa test or exam or some form of assessed exercise.

If a student has to achieve a certain level of learning to obtain a pass mark, then the number of passes may use as an evaluation measure.

Another important aspect of learning is the degree of retention – how the learning has stuck after the course is over.

10. Behavior Change

If a student has learned something from a course, you hope that this will be reflected in their behavior on the job.

If a student employs what they have learned appropriately, then their work behavior will meet the desired criteria.

Behavior can be measured through observation or, in some cause, through some automated means.

To assess behavior change requires that the measurements are has taken before and after the training.

11. Performance Change

If as a result of training, students are using appropriate behaviors on the job, then you would expect that to have a positive impact on performance.

A wide variety of indicators can be employed to measure the impact of training on performance – numbers of complaints, sales made, output per hour, and so on.

It is hard to be sure that it is training that has made the difference without making comparisons to a control group – a group of employees who have not been through the training.

Recommended for You:

  • Techniques of Motivating Creativity of Employees.
  • 13 Factors to Consider When Hiring Employees.
  • Key Difference Between Training and Development of Employees.
  • 9 Roles and Responsibilities of Employee Training Manager.

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15 Must Have Skills and Qualities of Effective Corporate Trainer

Last Modified: 20 October, 2020 2 Comments

A Corporate trainer is a specialist who makes the trainees aware of the latest management concepts or lesions related to their field. he needs to have first and expert knowledge of the activities of organizations and subjects of which he has to impart training.

skills and qualities of effective trainer
skills and qualities of an effective trainer

An employee trainer is said to be successful when he has the ability to arouse the interest of trainees in learning new concepts.

The trainer shall be able to function in groups and open to new ideas and experiences.

What are the Skills and Qualities of a Good Trainer?

Following are the necessary skills and qualities of a corporate trainer:

1. Leadership Style

A trainer should follow such a leadership pattern that the trainees are ready to accept new ideas or any changes which are brought in the organization.

His acceptance by the group as a leader is very important for the groups to oppress and receptivity to new suggestions.

It depends totally on the leadership style of the trainer that how he changes the attitude and behavior of participants.

The semi-structured and fluidity of a training solution appears to indicate that a non-directive leadership style as more appropriate for the trainer than a directive leadership style.

Why is leadership important in modern business?

2. Judgmental

A trainer should be sensible enough to understand the requirements of the trainee.

Each and every trainee has certain training requirements and needs, the trainer needs to understand them and have insights regarding the participants.

If a trainer trains an employee understanding employees’ needs then this will lead to a sense of mutual respect, sense of belongingness, and lack of self defensiveness from which is effective for effective learning.

3. Psychological Needs

Trainer’s active involvement in training is effected by his psychological needs, his likings, and filings.

Since these needs have a powerful normative influence for the group they are important for judging the trainer’s effectiveness.

  • A trainer’s high need for control will lead to an emphasis on structured methods of training.
  • Trainer’s high need for achievement and affiliation will him to evolve creative methods of training.

Related: Critical Factors That Affecting Employee Training Climate.

4. Emotional Maturity

A trainer should be emotionally stable and mature so that he can make quick adjustments with changing environments, external difficulties, and interpersonal conflicts.

As mentioned earlier, whenever anything new is brought in an organization there always arises resistance from the employees and to handle the resistance emotional stability of the trainer plays an integral role as its trainer’s responsibility to make employees accept to the new concept and changes otherwise congenial training atmosphere cannot be built for effective learning trainer needs be flexible in his behavior.

5. Creative

A trainer should believe in improving his ways of giving training to the employees by adopting the latest training styles and techniques.

6. Analyst

He should have the ability to evaluate the effectiveness of the training program.

7. Enthusiastic and Subjective

A trainer should have a spark in him, in his words, actions, and definitely behavior that is going to stimulate the trainees under his and thereby reinforcing the learning environment.

Enthusiasm does not mean excessively demonstrating in actions or being energetic your enthusiasm should itself in the way that is depicted in their presentations. Methods of Forecasting the Demand for Manpower.

8. Counselor

It is very important for a trainer to provide training to the participants in understanding their psychology.

9. Ability to Work Under Pressure

During the implementation of training programs, anxiety, tensions, and pressures are all over the place surrounding the trainer.

Some unforeseen problems can emerge anytime from anywhere which can result in ins stress which ultimately affects the efficiency of the trainer.

So, as a trainer, one should be ready to handle such situations patiently so that the rhythm of the trainer is not affected.

10. Sincerity and Openness

A trainer should not pretend to be very smart in front of the learners.

As a rule of thumb, regardless of the nature of the training program and level of the group, participants always prefer sincerity and openness. They like trainers who are truthful, genuine, and transparent.

So, a trainer should be just what he is and try to deliver his best to the learners.

A trainer should be open to new ideas or suggestions from those participants.

The trainer should also be a good learner and should not hesitate to acquire knowledge, notwithstanding its source.

Related: Key Features of Employee Training Programs.

11. Flexibility

In the context of the training, program flexibility means that trainer is sensitive to the need of the group and the demands of the program at a given point in time.

It signifies the willingness on the part of the trainer to bring about desired changes in the program or in his own behavior, actions, and training styles, and strategy.

12. A Good Sense of Humour

It is the ability of the trainer to keep the atmosphere of the session light, relaxed, informal, and learner-friendly.

how can i become a better corporate trainer
how can I become a better corporate trainer

It is an effective tool in making the presentation interesting and stimulating.

But the comments and repartees should note offensive and derogatory.

13. Willingness to Recognize Good Contribution

A trainer should be ready to recognize and appreciate a good effort made by the participant.

This helps the trainer to gain respect and enhances his credibility.

He should have the skill of turning around the situation and using the opportunity for widening the scope of discussion and thereby enriching the training program. How to Develop Powerful Training Strategy for Employees.

14. Accept Mistake and Apologise

A trainer’s attitude should be such that he accepts his faulty and event apologize for it this is going to enhance his stature and get more respect from the participants.

15. Economist

A trainer should have a good knowledge of planning the training budget and controlling the cost of training.

Recommended for You:

  • Roles and Responsibilities of Employee Training Manager
  • Types of Employee Training Strategies
  • 11 Key Principles of Employee Training
  • Key Difference Between Training and Development of Employees
  • 13 Factors to Consider When Hiring Employees
  • 25 Advantages and Disadvantages of Employee Training

2 Comments

6 Critical Factors Affecting Employee Training Climate

Last Modified: 22 October, 2020 Leave a Comment

In employee training, people are more open to learning if they feel respected. if they feel that they are being talked down to embarrassed, or otherwise denigrated, their energy is diverted from learning to dealing with these feelings.

factors affecting employee training climate
factors affecting employee training climate

Employee training should be one of the most joyful things so trainers should try to make the experience enjoyable.

Factors Affecting Employee Training Climate

Following are the factors influencing the learning climate of employees:

1. External Training Providers

Training providers such as private training and consulting firms, professional association, and colleges and universities can be seen as either hearts to or opportunities for the employee training function.

They provide is a threat as competitors providing similar products and services. In this sense, their threat is to the size and perhaps even the existence of the employee training function.

If their products and services are viewed as higher or equivalent in quality but less costly, the organization may decide to reduce or eliminate internal training.

In addition, external providers can provide competitors with competencies.

External training providers can also be seen as opportunities.

They can be used as resources for products and services that are not cost-effective to develop internally or for which internal resources or capabilities are lacking.

How to Develop Powerful Training Strategy for Employees.

2. Law and Regulations

In formulating strategy, the training function needs to consider laws, regulations, and legal practices related to training because they affect important organizational outcomes and can have a profound impact on the demands placed on the training function.

Some training is either legally mandated or strongly encouraged by the nature of the legal system.

3. Training Technology

Training technology refers to the tools, methods, and media through which learning opportunities are created and put into effect.

In addition to hardware and software development, advances in learning theory, educational practices, and training facilities are all part of the technology of training.

4. Economic Conditions

When the economy is robust, organizations tend to grow, and growth increases the demands on training (like, new employees need orientation and job training, employees need to change KSA’s).

Growth means a larger training budget and more difficulty attracting highly qualified staff (while full employment may be desirable for society, it means a tighter labor market for employers).

It also means less time available for training because everyone is working hard to take advantage of the good times. In times of economic downturn, the reverse is true.

Related: Methods & Techniques of Employee Group Training.

5. Organizational and HR Strategy

Because the market leader strategy depends on innovation, employee knowledge and skills are critically important.

elements of employee training environment
elements of the employee training environment

Highly skilled and knowledgeable people must be hired and developed.

They need to go about their work. Reward and feedback systems must focus on the long term rather than short term performance.

6. Organizational Culture

An organization’s culture is made up of the shared belief and basic assumptions its employees adopt as they adapt to the organization and its demands.

The culture is reinforced and transmitted through formal statements, materials, policies, procedures (formal and informal), stories (real or invented) about key individuals and events, and the actions that prompt rewards and punishments.

The culture of an organization determines what is valued.

The training must fit within the culture of the organization unless part of the organization’s strategic plan is to change the culture.

Recommended for You:

  • Roles and Responsibilities of Employee Training Manager
  • Types of Employee Training Strategies
  • 11 Key Principles of Employee Training
  • Need and Importance of Fringe Benefits
  • 13 Factors to Consider When Hiring Employees
  • 25 Advantages and Disadvantages of Employee Training

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9 Roles and Responsibilities of Employee Training Manager

Last Modified: 18 January, 2021 Leave a Comment

An employee training manager is a coordinator who is in charge of the training function, The employee training manager must be a moving force in the progress of training for which he or she has a responsibility.

roles and responsibilities of employee training manager
roles and responsibilities of an employee training manager

Training HRD manager has to function under various constraints- internal and external.

He has to perform a very challenging and demanding job.

The main roles and responsibilities of employee training coordinator are depicted aside:

1. Strategic Advisor

In this role the issues and trends concerning an organization’s external and internal people are brought to the attention of the strategic decision-makers.

How to Develop Powerful Training Strategy for Employees.

2. Systems Designer and Developer

This role involves designing and preparing HR systems for implementation so that ”human resource development systems and actions are mutually reinforcing and have maximum impact on organizational performance, development, and endurance.

3. Organization Change Consultant

This role means facilitating the development and implementation strategies for transforming organizations.

4. Organization Design Consultant

This role involves identifying the work required to fulfill organizational strategies.

It also involves organizing the work so that it makes efficient and effective use of resources.

5. Learning Programme Specialist

In this role learning needs are identified to design and develop structured learning programs and materials in a variety of media formats for self-study and workshop or electronic delivery.

Things to Know When Designing an Employee Training Program.

6. Instructor/Facilitator

This is an increasingly difficult role.

What makes a great training manager
What makes a great training manager

In it information is presented, structural learning experiences are lead and group discussions and group processes facilitated.

7. Individual Development and Career Consultant

This role involves helping peoples assess their competencies, values, and goals so they can identify, plan, and implement development actions.

8. Performance Consultant

This role means assisting a group or individuals to add value to the workplace.

It’s a coaching and consulting role in which HRD people perform both analytical and systems design work.

Key Difference Between Training and Development of Employees.

9. Researcher

This role involves assessing HRD practices and programs and their impact empirically.

It also means communicating results so that the organization and its people accelerate their change and development.

Read More:

  • 9 Important Steps of Employee Selection Process.
  • 25 Advantages and Disadvantages of Employee Training.
  • What are the Techniques, Tools, and Activities of Career Development of Employees?
  • Techniques of Motivating Creativity of Employees.

Leave a Comment

How to Develop Powerful Training Strategy for Employees

Last Modified: 24 May, 2020 Leave a Comment

There are many ways to provide training such as on the job training and off the job training and off the job training, whether training will occur in the classroom.

how to develop powerful training strategy for employees
developing an effective training strategy for employees

Through electronic systems or in the workplace. A large number of alternatives for imparting training for addressing competency gaps need to be generated keeping in view the strategic and performance goals that would be advanced by training.

Then, the cost and benefits are to be assessed for selecting the most appropriate approach.

Also, the consequences of strategic and performance goals are to be analyzed if training is not conducted.

Methods & Techniques of Employee Group Training.

Thereafter, the business case for the selected approach is to be built.

Developing Employee Training Strategy

Developing training strategies, which support the achievement of business strategies involves.

  1. Analyzing and identifying corporate and occupational training needs.
  2. Developing proposals on how these needs should be satisfied.
  3. Preparing plans and budgets for training activities.
  4. Identifying external training resources, selecting external training providers, specifying what is required from them, and ensuring that their delivery of training meets the specification.

Main Areas of Employee Training Philosophy

The employee training strategy is depicted below:

Formulation of the training strategy is impacted by the philosophy of the organization expresses the degree of importance it attaches to training.

Organizations with a positive training philosophy understand that they live in a world where effectiveness is achieved by having higher quality people than other organizations employ, and that this need will not be satisfied unless they invest in developing the skills and competences of their employees.

They also recognize that actual or potential skills shortages can threaten their future prosperity and growth.

In hard economic terms, these organizations are convinced that training is an investment that will pay off.

Techniques of Motivating Creativity of Employees.

They understand that it may be difficult to calculate the return on that investment but they believe that the tangible and intangible benefits of employee training will more than justify the cost.

why employee training is necessary to make a program effective
why employee training is necessary to make a program effective

The main areas in which such a philosophy should be developed are the following:

1. Strategic Approach to Training

This takes a long term view of what skills, knowledge, and levels of competences employees of the organization need.

2. Relevance

Training must be relevant to identify appropriate training needs.

Related: Things to Know When Designing an Employee Training Program.

3. Problems Based

Training should be a problem based on the sense that it should be planned to fill the gaps between what employees can do and what they need to do, now and in the future.

4. Action Orientated

Employee training philosophy should stress that training exists to make things happen, to get employees into action, and to ensure that they can do things they are doing now better or will be able to do things that they could not do before.

5. Performace Related Training

A performance-related training philosophy involves training specifically for performance and competence requirements.

6. Continuous Development

Learning is a continuous process and therefore, a policy of continuous development should be pursued.

Read More:

  • Key Characteristics of Employee Training Programs.
  • Key Difference Between Training and Development of Employees.
  • Top 10 Things to Consider When Selecting Employee.
  • 7 Famous Individual Training Methods for Employees.
  • Types of Employee Training Strategies.

Leave a Comment

7 Types of Employee Training Strategies for Today’s Workforce

Last Modified: 20 September, 2020 Leave a Comment

The employee training process is a cycle and the cycle time is the short term usually no longer than a year. Managing the training process is essentially operational or tactical but if we always manage training at this level we are in danger of being reactive rather than proactive and may fail to deliver what the business really needs.

types of employee training strategies
types of employee training strategies

We, therefore, need to have a clear idea of how we are going to deliver training over a longer period and the training strategy provides the log term orientation.

Different Types of Employee Training Strategies

The seven employee training strategies are presented below:

1. Behavioral Strategy

This training strategy is best for building skills.

It draws on well established behavioral learning theory, where participants move in small carefully reinforced steps from present performance level to a clearly operationalized goal.

The assessment calls out for demonstration and observation and pre and post-test measures to see if the learning of specific skills has occurred.

Related: Things to Know When Designing an Employee Training Program.

2. Cognitive Strategy

This employee training strategy works best participants need to understand and remember information.

It draws on well-established principles from cognitive psychology regarding the ways people attend to, process, and remembers information.

The assessment usually uses paper and pencil tests to discover how well participants understand and remember the desired information.

3. Inquiry Strategy

This training strategy is used to develop abilities in critical, creative, and dialogical thinking.

It draws on well-established theories about thinking processes and creativity.

An appropriate assessment involves a critical analysis of what someone else has written, such as a report or proposal, or the generation of similar work.

One hopes for a sound analysis that identifies some of the problems in thinking, the way the argument is being made, the assumptions, the evidence, and the fallacies.

4. Mental Models Strategy

This employee training strategy works best for training that involves problem-solving and decision making and draws on cognitive overload, that is, to keep from boggling the mind.

After participants are introduced to various useful models or rules of thumb, they are given opportunities to practice.

The assessment involves using appropriate hypothetical or deal problems or decision situations to see if participants can actually solve problems or make intelligent decisions.

Case studies and case reports are especially good for this assessment.

5. Group Dynamic Strategy

This strategy is used for improving human relations and building skills needed for teamwork.

It draws on well-established theory regarding group communication and is valuable for re-examining opinions, attitudes, and beliefs and for cultivating teamwork.

different strategies of employee training
different strategies of employee training

In addition, to standardized measureless of attitude, assessment can involve self-reports of attitude change or observations of human relations or team behavior.

6. Virtual Reality Strategy

This strategy is used for practice before going into real-life situations where there could be financial loss, injury, or fatality.

The learning theory is based on what is known about role play, dramatic scenarios, and simulation.

The assessment involves a final practice run to see if the participant can demonstrate near to perfect behavior before entering the real world.

7. Holistic Strategy

This employee training strategy is used when there is a potentially educative experience available from which personal learning can be derived through reflection on experience.

Experience-based learning is grounded in recent brain research, politics learning theory, and constructivist psychology.

Assessment relies heavily on what the participant is able to say about the experience and the depth of understanding that grows out of sustained reflection.

Key Difference Between Training and Development of Employees.

Conclusion

To put a training strategy you should have a vision of what training in your organization should look like in say five years.

You should then map out the years and key milestones along the way.

When you are putting an employee training strategy together you should ask yourself the following questions:

  1. How much training will you need to do each year?
  2. What type of courses will you need to provide?
  3. What types of people will you put on what type of course?
  4. What resources will you need in terms of space and trainers?
  5. Who will you use to do your training?
  6. Will you use full time, part-time or consultant trainers?
  7. What delivery methods will you use?
  8. How will changes in technology affect delivery methods?
  9. What business, social and environmental changes are likely to take place?

Read More:

  • Key Features of Employee Training Programs
  • Broad Types of Mutual Funds: Choose Right Mutual Fund
  • Factors to Consider When Hiring Employees
  • Methods & Techniques of Employee Group Training
  • Advantages and Disadvantages of Employee Training

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