This document discusses implementing an effectiveness measurement tool for training and development (T&D) programs using Microsoft Excel. It outlines Kirkpatrick's four-level model for evaluating T&D programs and describes a sample process using reaction, learning, and behavior forms to measure effectiveness at each stage. Key steps include collecting scores from participant reaction forms after training, learning forms one month post-training, and behavior forms from line managers. The tool calculates scores at each stage and marks programs as effective or ineffective based on pre-set thresholds. Screenshots demonstrate the tool's layout and color-coded results.
Measure, report and increase training impact & ROI. Credible, data-driven and actionable reporting of your training impact is critical for making right investment decisions.
Develop a training evaluation plan.
Evaluate your training programs.
Identify gaps.
Increase training ROI
Report training impact & ROI to your stakeholders
Greenbooks has trained 300+ learning professionals in training evaluation, many from the fortune 500 companies.
Check the training evaluation workshop closest to you in our event calendar:
http://greenbookslearning.com/events/all
Measure, report and increase training impact & ROI. Credible, data-driven and actionable reporting of your training impact is critical for making right investment decisions.
Develop a training evaluation plan.
Evaluate your training programs.
Identify gaps.
Increase training ROI
Report training impact & ROI to your stakeholders
Greenbooks has trained 300+ learning professionals in training evaluation, many from the fortune 500 companies.
Check the training evaluation workshop closest to you in our event calendar:
http://greenbookslearning.com/events/all
Cost - Benefit Analysis & ROI of Sales Training in Brain Telecom. ltdMuhammad Shahid
This is a complete Cost-Benefit Analysis and ROI of the sales training that has delivered to the sales executives and officers to understand the way in which Brain Telecom use it.
Employee Training and Development: How to Measure Effectiveness and Impact - ...BizLibrary
According the ASTD 2013 State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
In this webinar we'll review:
Training metrics - where we've been and where we're going
How to determine goals and key indicators
How to create a measurement plan for your program
www.bizlibrary.com/webinars
Measuring the Effectiveness of Training - Myth or Reality?Accord
The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.
However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.
This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.
Measuring Roi Of Training & Development Ravinder TulsianiRavinder Tulsiani
How to calcluate the return on learning investment (ROI). Companies allocate certain amount of funds and resources to the training budget, what they want to see is how the training impacts their core business objectives (eg. growth, reduce risk etc...) Learn how…
Cost - Benefit Analysis & ROI of Sales Training in Brain Telecom. ltdMuhammad Shahid
This is a complete Cost-Benefit Analysis and ROI of the sales training that has delivered to the sales executives and officers to understand the way in which Brain Telecom use it.
Employee Training and Development: How to Measure Effectiveness and Impact - ...BizLibrary
According the ASTD 2013 State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
In this webinar we'll review:
Training metrics - where we've been and where we're going
How to determine goals and key indicators
How to create a measurement plan for your program
www.bizlibrary.com/webinars
Measuring the Effectiveness of Training - Myth or Reality?Accord
The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.
However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.
This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.
Measuring Roi Of Training & Development Ravinder TulsianiRavinder Tulsiani
How to calcluate the return on learning investment (ROI). Companies allocate certain amount of funds and resources to the training budget, what they want to see is how the training impacts their core business objectives (eg. growth, reduce risk etc...) Learn how…
Employee Training and Development: How to Measure Effectiveness and Impact | ...BizLibrary
According the ATD State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
www.bizlibrary.com
As various organizations of different sizes have started absorbing more of training – classroom, online or a blend of both, the employee’s path of progression gets clearer and clearer and when he/she see the interest the organization has vested in their growth, there comes a sense of motivation, a sense of involvement, a sense of participation and the willingness to stay and perform and grow. At the end of the day, when the organization invests in building a workforce for the future, every bit they invest into their employee will pay off both in the financial sense as well as in employee engagement.
This PPT will help to understand concepts in Training evaluation-It will be helpful for U.G & P.G students in understanding training and development concepts-Training Evaluation – Introduction – Reasons for evaluating training – Outcomes used in the evaluation of the training programs – Factors determining the outcomes of Evaluation – Evaluation Techniques and Instruments – Resistance to training evaluation – Future of Training and Development
This guide describes four steps any company can take to get the most from an elearning investment.
Business leaders increasingly recognize that providing employee training is critical to success. Companies worldwide use instructional content available on demand to build elearning programs that drive positive outcomes.
More than 40 percent of global Fortune 500 companies had embraced elearning strategies in 2013 (Ibis Capital). That same year, elearning was a $56.2 billion industry. This was expected to more than double by the end of 2015 (Global Industry Analysts).
Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
If you are responsible for managing your nonprofit's training, then you know that providing courses and classes is only part of the challenge. You also need to investigate, plan, coordinate, communicate, budget, and persuade. All of these management functions become easier when you have a solid set of training metrics to work from. A "training scorecard" gives you a tool to track how things are going, and gives you the data to stand on equal footing with other leaders in your organization.
Curated by the Cornerstone OnDemand Foundation and Steve Semler, Senior Training Manager at MoneyGram International, this special presentation for nonprofits focuses on Learning Metrics: Building Your Training Scorecard. You will learn:
• The four ascending categories of learning metrics
• How to capture and present qualitative and quantitative training evaluation data
• Which metrics to include on a training scorecard
• How to establish a rhythm of evaluation and reporting that supports your organization's training and learning needs
Chick-fil-A Training Program DevelopmentRunning head .docxchristinemaritza
Chick-fil-A Training Program Development
Running head: CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
1
CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
2
Chick-fil-A Training Program Development
Introduction
Chick-fil-A is an organization that continues to grow and expand nationwide and as a result, the organization must develop a training program that can be utilized at every location. As a consultant, one of the first steps to complete when starting a new project is to assemble a SWOT Analysis as well as to prepare a Balanced Scorecard and Casual Chain Score card.
SWOT analysis
To ensure a successful consulting project the consultants must conduct an in depth analysis of the company and where the training program will lead it. The analysis of strengths, weakness, opportunities and threats will provide guidance to develop the program and other tools to evaluate its performance. The consulting project strengths will attract new customers and maintain already existing fans. The consulting project will add to their current position in the industry by focusing on personalized customer service. The second strength is employee involvement. Involvement of all levels will provide higher approval and success percentages. The program will also provide employees a completion timeline, and require them to evaluate the training they received. Evaluation will provide feedback on the training programs pertinence to restaurant operations.
One of Chik-fil-A’s weaknesses is the public relations nightmare which occurred when the CEO, Dan Cathy, admitted to opposing same-sex marriage. As a result the company faced public scorn and a lost profits. Employees and customers alike also took this as acceptance of bigoted behavior towards LGBT employees or customers. The new training program will need to address the side effects of their CEOs comments. The consultant’s must ensure the program addresses a culture of inclusion and acceptance to counteract the CEO’s comments. Failure to do so could exacerbate the public’s view of the company’s attitude towards the communities they serve. The program’s second weakness will be the time required for each employee to complete the training program, learning the new procedures and standards of performance, and then any time spent afterwards providing an evaluation.
The company has various opportunities such as the increase of menu items, expansion and customer service improvement. The consulting project will develop a training program focused on adding to the customer experience. The biggest opportunity offered by the training program is the opportunity to develop a way to evaluate employee’s performance. Finding a way to evaluate performance is essential to evaluating overall productivity (Markham, 2005, p.33).
It will also allow the company to improve on operational processes affecting customer service. Re-enforcing the customer service experience by new training procedures will increase the market share and brand relevanc ...
This document explores results reported by over 601 participants of enParadigm’s Leadership Simulation Workshop(TM) – at AVP, VP and GM level – from over 300 of our client companies across the country.
It introduces the participant profile, lists the key takeaway and proceeds to make relative and comparative analyses.
Developing Talent Measurement Makes the Difference - Coaching Conference - Pl...Atria Group SEE
Measurement regarding the impact of coaching programs, while mainly coming from one stakeholder group (consumers) is especially critical for another stakeholder group (clients). Consumers of coaching programs are those who participate in the program. They can provide data about reactions to the program and satisfaction with the program. Base on their behavior in and after the program, they can provide data about learning (increments in skills, knowledge or attitude) or changes in behavior. Clients of coaching programs are those who approve, fund, and support the program. They are interested in how behavior has changed, as well in the financial utility (ROI) of the program. Ultimately, they will need to compare the monetary value of the business impact with that of the cost of the program.
Similar to PPT on implementing Kirkpatrickk Model (20)
2. What is Training & Development?
Earlier training and development were
considered two different activities where
training focused more on the skills which are
important for doing your current job while
development was considered to imparting
the skills which a person is going to use in
both his personal and professional life.
3. Merger of Training & Development
But currently this scenario has changed
ultimately changing the direction of such
program and merging both the ends
Training & Development together into a
single program which can be Individual
Development Program or Management
Development Program.
4. Why Training & Development ?
It is seen an research that companies which do
not provide T&D to their staff have employee
turnover rate of around 29% annually, while
companies who are providing T&D program for
their employees it drops down to 17% annually.
But in case of effective T&D this % further falls
down to 8% only.
5. Why effective T&D Program?
• It justifies the cost incurred in training and helps
departments to avoid being the victim of cost-cutting in
the next economic downturn.
• It helps to select training methods allowing, from the
range of classroom-based to e-learning.
• It will help the managers with trained staff to be more
efficient in the performance of their job duties and are
likely to make less costly errors that can lead to
decreased revenue.
• Showing better ROI on training will also help to gain
confidence for managers from the senior level
management to improve the employee engagement.
6. Key Role Players in Effective T&D
• Participant
• Line Manager
• Observer
• Facilitator
• HR manager
7. How it helps these Role Players?
• To the Participant:
1) It will help increasing the productivity.
2) It will lead to better job satisfaction.
3) Will lead to higher job engagement.
• To the Observer:
1) It helps observer maintain the environment of learning.
2) It helps observer to observe about effectiveness of the
program.
8. Benefits to the Line Manager
It will lead to increase:
1)Efficiency of your team.
2)Innovations in strategies and products.
3)Team’s risk management skills.
4)Job satisfaction as well as job participation.
It will tend to decrease:
1)Employee turnover.
2)Lesser degree of error in tasks.
3)Amount of supervision required.
4)Less workplace conflicts.
9. Benefits to HR Manager
It will tend to increase:
1)Retention rate due to higher job engagement.
2)Company image as a learning organization.
3)Ease of accessing performance of employee.
4)Developing harmonious relation between
employees and management.
It will tend to decrease:
1)Attrition.
2)Workplace conflicts.
10. Role Plan in T&D Process
TNI
Training
Calendar
Training
Design
Facilitation
TNI Training Calendar Training
design
Feedback
List of players
•Line Manager
•Participants
•HR Manager
List of players
•HR Manager
•Line Manager
List of players
•HR Manager
•Trainer
List of players
•Participant
•Trainer
•Observer
RolePlayersActivities
• Assessing
Appraisal forms
• Pre Training
questionnaire
for participants
• Topic of training
is decided
• Dates for training
are decided.
• Observing
Pre-training
questionnaire.
• Deciding the
topics of
training.
• Designing the
type of training
Feedback or
form is filled by
Participant
Feedback Evaluation
Facilitation
List of players
•Observer
•Participants
•Trainer
• Facilitation
process.
• Observer
observes
whole training
process
Evaluation
List of Players
•Participant
•Line Manager
•HR Manager
• Reaction form
by Participant
• Post Training
questionnaire
by participant(1
month after
training)
• Behavior Index
by Line
Manager
• Applying
evaluation tool
11. How can we measure ROI?
ROI can be measured only in the case of tangible benefits but
can’t be measured in the intangible benefits; in that case
effectiveness is the only parameter which can be measured
actually.
ROI=(Benefits-Costs)/Costs
•Costs involved are like the cost of facilitation, material cost,
venue costs & loss of man-days.
•Benefits can be increase in sales, increase in efficiency of the
employees.
12. % ROI = (benefits / costs) x 100
This ROI once calculated can come out with three types of output
levels:
•When ROI is 100 %, this means organization has achieved break
even i.e. benefits is equal to cost spent on training.
•When ROI is greater than 100%, this means T&D was very
effective and has produced more benefits as compared to the cost
indulged in T&D program.
•When ROI is lesser than 100%, this means T&D was not
effective and there are areas of improvement.
14. About The Model Used
Most of the big firms follow the Donald Kirkpatrickk’s
model of training. Therefore, I would first like to discuss
Kirkpatrickk’s model. Donald Kirkpatrickk’s model
comprises of four stages :
•Reaction:The first, stage called reaction deals with the
immediate reaction of the employees who just have
undergone a training program.
•Learning: Subsequently follows the stage of learning,
where any kind of changes pertaining to employee’s skills,
knowledge and attitude are measured.
15. • Behavior: The third level is one where the application of
whatever had been learnt through the program is
measured.
• Results: In this stage, the effectiveness of program is
measured in terms that managers and executives can
understand like increase in productivity, low defects,
employee retention, decreased accidents, lower costs,
etc.
16. Sample Process for MS Excel
Training
To know the effectiveness of training program by following
Kirkpatrick's model we should follow these steps:
•Get the reaction form filled by participants which can be
done immediately after the training program.
•After 1 month of T&D program participant are supposed to
fill Learning form which can be made with the help of
trainer to check learning index.
•On the same time behavior form is to be filled by Line
Manager.
17. Sample Process for MS Excel Training
• For effective T&D program, score in Reaction form
should be more than 3
• For effective T&D program, score in Learning index form
should be greater than 20
• For effective T&D program, score in Behavior form
should be greater than or equal to 25
• If all the three stages term T&D program effective than
only the T&D program is meant effective.
18. Process of Entering Scores
• Process of entering these scores will be done in the
same period as the forms will be evaluated.
• Checking effectiveness of any particular stage will be
done by the tool devised for evaluation of T&D program
based on MS Excel platform.
• By making minor changes in the MS Excel based tool it
can be used for any type of T&D program.
20. Important aspects about the Tool
• Green Headers signify the major stages of tool.
• Red Box signifies ineffective training.
• Calculation in this case are already done with the help of
formulas which can be changed according to the need.
• Learning Index= ((Post training Score – Pre training
Score)/ Pre training score) * 100
• Reaction Score= Net score in reaction form/ Total
number of question in reaction form
• Behavior Score= Total score in the behavior form
• Result= If all the earlier three stages turn to be effective
it results in Effective Training Program.