EDUCATION TRAINING NEEDS AND TRAINING EVALUATIONS

1. Ram Awadh Singh
BSc.(IS).DME. PDTQM&ISO 9000, AIII,MBA,
FIIISLA, Research scholar management.
TRAINING NEEDS AND IT’S
EVALUATION

2. IIISLA TRAINING
SEMINARS/WORKSHOPS/CONFERENCES
• Indian Institute of Insurance Surveyors and loss
Assessors is established under section 25 of the
companies Act 1956 on 4th October 2005.
• The SLA’S are expert in many fields. In addition to a
thorough knowledge of technical and the area in which
they work they can advice both the insurers and
insured’s on repair and replacement techniques.
• The appointment of surveyors and loss assessors is
mandatory for the insurance companies as per section
64 UM(2) now substituted section 82 of Insurance
(amendment) Act,2015.

3. Functions of SLA
• The surveyor and loss assessor will visit the policy
holder along with the papers made available by
the insurer primarily to carry out the
survey/claim intimated or reported.
• The SLA will verify the loss or damage falls within
the terms of insurance policy.
• That the sum insured on the policy are adequate .
• That the amount being claimed are fair and
reasonable.
• That all valid terms of claim have been included
and nothing omitted.

4. The main objects of IIISLA
• To promote quality in profession of surveyors and loss assessors
through education and training. Facilitate introduction of best
practices amongst its members and to disseminate technical
information amongst its members to upgrade their skill and
knowledge.
• To conduct professional examinations relating to the profession of
SLA’S.
• To promote research and studies in loss control and minimization
techniques and measure and share the same with insurance
industry and general public and to update its members on
application of new technologies for improving service to the users
and consumers.
• To bring out guidance notes, instruction manuals periodical for the
use and benefit of the members and others connected with the
profession.

5. Code of conduct
• To develop and administer code of conduct and ethics
from time to time with the concurrence of the IRDA
and ensure compliance of the same by its members
and also ensure that the members maintain/adhere to
high standards of integrity , transparency , discipline
and professional conduct.
• The objects incidental or ancillary – to organize
,present , manage, superintend, conduct and
participate at any place at any place or places talks,
lectures ,seminars, conferences and other professional
and educational development functions on Insurance
and other appropriate or insurance related subjects.

6. Publications
• Loss prevention, loss control, loss assessment
and risk management and to establish promote and
maintain libraries and reading and writing rooms and
to furnish the same respectively with books , reviews,
magazines, newspapers, and other publications; and to
issue ,print publish and or sell any publications
,newspapers, periodicals, magazines, books, reports or
leaflets that the company may think desirable for the
promotion of its objects and diffuse its members of the
profession in all matters affecting the profession of SLA
to improve and elevate the technical and general
knowledge

7. Training needs
• Training programs seminars/workshops
conferences no doubt helps us in our professional
pursuit since education and training are basic
phenomena in creation of an atmosphere in
which we can meet one another on a plane of
friendship and equality.
• As we all know learning leads creativity ,
creativity leads thinking and thinking provides
knowledge , knowledge leads happiness and
orderly growth

8. Reaction, Learning, Behavior, Results
• Reaction, Learning, Behavior and Results wake up
in the middle of the night and I will grind them
out on demand in the words of a famous trainer.
• I would like to memorize these to reaction,
learning ,behavior and results and turn them
back and forth results , behavior , learning
reaction, when I sit down with a customer –
insurer or insured find my self asking the same
question over and over again. What are the
results you want , what have to be done?

9. The questions
• What competencies or assets do we need in place ?
• How can be organized? How we present our solution in
such a way that people will react favorably to it.
• The 4 words:
1-The 4 words are almost like a question and there is
so much wisdom in the concept.
2-It not only articulate an elusive term-the evaluation
of training but it inspires us to look beyond our
traditional class room content delivery model.
3- It opens windows to many ways. We can improve
the performance of our professional pursuit

10. Evaluation
• It gives 4 plate form to improve performance.
• Reaction, learning, behavior and result in other words
make sure your customer – insured or insurer trust you
like what are you doing , offer them the best resources
to enhance their perception help them to improve
their approach and inspire them to get the results they
need. What a way to empower people.
• When I talk about measurement testing and evaluation
I always ask– where we find the first written systematic
evaluation procedure. Most of time we have no idea
then we are bound to see the spirit where we can find
level of self esteem was bit ram shakable.

11. Concept of risk and trust
• A good evaluation price helps us generate indicators
that explain and even predict success . But we have to
look subject of recruiting the best people for the job.
• The four words have and will have major impact on the
way we look at training programs and if we execute on
all four levels.
• We can not expect performance improvement if we
just train.
• Training is just one solution in a row of many. In order
to get sustainable results we need to cooperate with
participants and organizers with integrated plan where
every stake holder is involved.

12. USE FOUR LEVEL AND ALIGN TRAINING EFFORTS
• Level –1 REACTION.
• Level –2 LEARNING.
• Level –3 BEHAVIOR.
• Level –4 RESULTS.
• LEVEL -1-REACTION:-
Evaluation on this level measures satisfaction of participants. It is
obvious that reaction had to be favorable.
If participants will give positive reaction in addition to not favorable
reaction that does not mean they are learning but negative reaction
almost certainly reduces possibility of
of improvement in learning process.
Participants are require to attend whether they want or not so
their reaction make or break a training program.

13. Learning
• Learning can be defined as the extent to which
participants change attitude, improve knowledge
and increase skill set as a result of attending the
training programs.
• Topics –diversity in professional aims or others.
• Learning has taken place shows –Attitudes are
changed , knowledge is increased, skill is
improved. One or more of these changes must
take place if change in behavior is to occure.

14. Behavior
• Behavior can be defined as the extent to which change in
behavior has occurred because the participants has
attended the training programs.
• Some training wants to pass the level 1 and 2 Reaction and
learning in order to measure the change in behavior. This is
a serious mistake for example no change in behavior is
discovered the obvious conclusion is that the program was
inefficient and concerned trainer or program should be
discontinued. This conclusion may or may not be accurate.
• Reaction may have been favorable and learning objectives
may have been accomplished but level 3and 4 are not have
been present.

15. Conditions necessary
• The participants must have desire to change.
• The participants must know what and how to do.
creating positive attitude toward the desired change.
• The participants and the trainer must work in right
atmosphere.
• The participants and trainers must be rewarded for
changes.
The third condition right atmosphere refers to the
good supervision. They are

16. PARTICIPANTS SUPERVISOR
• 1 Preventing.
• 2 Discouraging.
• 3 Neutral.
• 4 Encouraging.
• 5 Needs.

17. RESULTS
• Final results that occurred because of the participants
attended the program.
• Final results include improved knowledge, quality,
decreased cost , reduced frequency and severity,
improved skill reduced overheads. These are not
changeable results that can be measured in rupees but
it is hoped that tangible result will follow like wise. If
not possible to measure final results for program on
such topics as communication ,motivation ,time
management ,empowerment, decision making ,
technical expertise in areas of survey discipline and
managing change.

18. PLANING BY TRAINER
• Trainer should began to plan by considering the
desired results. The results should be determined
in cooperation with all the level of our institute.
Surveyors interviews can be used.
• A desired and practical approach is to used by an
advisory committee consisting of different
departments of SLA profession.
• Thus clear atmosphere or good environment can
developed that will encourage change in
behavior.

19. GUIDELINES FOR EVALUATING REACTIONS
• Determine what you want to find out.
• Design a form.
• Encourage written comments.
• Get 100%immediate response
• Get honest response.
• Develop acceptable standards.
• Measure reaction against standard.
• Communicate reaction as appropriate.

20. Guidelines for Evaluating learning
• Use control groups.
• Evaluate knowledge , skill both before and
after the program.
• Use paper and pen test measure.
• Use performance test to measure skill.
• Get 100% response.
• Appropriate action after evaluation measures.

21. GUIDELINES FOR EVALUATING BEHAVIORS
• Use a control group.
• Allow time for behavior change.
• Evaluate before and after the program.
• Survey and interview by whom who know the
behavior.
• Get 100%response.
• Repeat the evaluation at appropriate times.
• Consider the cost v/s benefit

22. Guidelines for evaluating Results
• Use a control group.
• Allow time for results to be achieved.
• Measure both before and after the program.
• Repeat the measurement at appropriate time.
• Consider cost v/s benefit.
• Be satisfied with evidence if proof is not
possible.

23. Definitions
• Control group- peoples group assisting the
evaluation.
• Cost means monetary value used in training
programs.
• Rely on the evidences of results obtained
through survey and interview.
• Discontinue- the topics, faculties, repeated
programs/topic selections.

24. •THANKS