The document discusses training evaluation and effectiveness from an ISO-9000 perspective. It outlines Kirkpatrick's four-level model of training evaluation, including reaction, learning, behavior, and results. However, the model has limitations as levels three and four are rarely completed due to difficulties in measurement. The document also discusses defining training needs, designing training, providing training, and evaluating training outcomes as key steps in an effective training process.
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.
The above presentation on Effective HR is about Implementing Training Programs. The presentation deals with the meaning and significance of Implementation. It explains how to judge various training implementation approaches and understand the training implementation process. This presentation is prepared by Welingkar’s Distance Learning Division.
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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.
The above presentation on Effective HR is about Implementing Training Programs. The presentation deals with the meaning and significance of Implementation. It explains how to judge various training implementation approaches and understand the training implementation process. This presentation is prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Useful for Trainers, Facilitators, Teachers and Managers who need to teach theories, concepts and other topics to others in an entertaining way to ensure deeper penetration of knowledge and skills.
Content:
What is Training?
The Trainer
Qualities of a Trainer
Training Need Analysis
Content Development
Trainig Delivery
Methodologies
Evaluation - Measurement & Assessments
Feedback - why & How to deliver
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
Useful for Trainers, Facilitators, Teachers and Managers who need to teach theories, concepts and other topics to others in an entertaining way to ensure deeper penetration of knowledge and skills.
Content:
What is Training?
The Trainer
Qualities of a Trainer
Training Need Analysis
Content Development
Trainig Delivery
Methodologies
Evaluation - Measurement & Assessments
Feedback - why & How to deliver
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Slides on why office etiquette is important, 6 rules for using your cell phone at work, 8 rules for e-mail etiquette, 8 slides on how to behave at office parties, 7 tips about eating etiquette, guidelines for using the office bathroom, 15 slides on office attire, important things for working in open and partitioned workplaces/offices, guidelines for bringing your dog into the office, 3 things you should know when you become a new mom, tips and guidelines about gift-giving in the office, 8 slides on telephone etiquette, 9 tips about twitter etiquette, 7 guidelines for sending business greeting cards, 9 slides on how to take teleclasses, 9 tips for business meals, and office etiquette for recent graduates.
Training program effectiveness a measuring instrument (1)TheGrowthFactor
In addition to enhancing knowledge and skills, measuring training effectiveness has proven to be an important tool to boost employee engagement and retention. ... Organizations should ensure that employees can demonstrate a positive impact of training through improved productivity and overall skill development
Training evaluation is the systematic process of collecting information and using that information to improve your training. Evaluation provides feedback to help you identify if your training achieved your intended outcomes, and helps you make decisions about future training.
this program was prepared to present the layout of a training program for one of the small industries' employees to present training program they may need and what methodology to follow to implement training strategy, as well as improving kind of knowledge and skill need in the company.
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 training program offers opportunity for participants to acquire insights, explore leadership and management skills, supervisory management concepts, and examine actionable strategies for building the kind leadership and management skills to enable their team or their co-workers to deliver their optimum performance.
Interviews
Module 05 – Live Chat
Evaluating Training Programs: Kirkpatrick's 4 Levels.
The four levels are:
Reaction.
Learning.
Behavior.
Results.
Level 1: Reaction
Kirkpatrick refers to Level 1 as a measure of customer satisfaction. Most of the forms that people fill out at the end of a class or workshop are instruments for measuring Level 1. Here are 8 guidelines that Kirkpatrick recommends to get maximum benefit from reaction sheets:
1. Determine what you want to find out
2. Design a form that will quantify reactions
3. Encourage written comments and suggestions
4. Get a 100 percent immediate response
5. Get honest responses
6. Develop acceptable standards
7. Measure reactions against standards and take the appropriate action
8. Communicate reactions as appropriate.
Level 2: Learning
Kirkpatrick defines learning as the extent to which participants change attitudes, increase knowledge, and/or increase skill as a result of attending a program. So to measure learning we need to determine the following:
What knowledge was learned
What skills were developed or improved
What attitudes were changed
Here are guidelines for evaluating learning:
1. Use a control group if it is practical
2. Evaluate knowledge, skills, and/or attitudes both before and after the program. Use a paper and pencil test to measure knowledge and attitudes and use a performance test to measure skills.
3. Get a 100 percent response
4. Use the results of the evaluation to take appropriate action.
Level 3: Behavior
Level three can be defined as the extent to which a change in behavior has occurred because someone attended a training program. In order for change in behavior to occur, four conditions are necessary:
The person must have a desire to change
The person must know what to do and how to do it
The person must work in the right climate
The person must be rewarded for changing
Level 4: Results
This involves measuring the final results that occurred because a person attended a training session. This can include increased production, improved work quality, reduced turnover, etc.
Here are some guidelines for evaluating results:
1. Use a control group if it is practical
2. Allow time for results to be achieved
3. Measure both before and after the program if it is practical
4. Repeat the measurement at appropriate times
5. Consider cost versus benefit
6. Be satisfied with evidence if proof is not possible
The Link Between Performance Management and Employee Engagement.
Why does employee engagement matter?
Companies with high engagement experience…
16% higher profitability
37% lower absenteeism
2.5 times higher revenues
65% reduction in turnover
18% increase in productivity
Three key drivers of engagement
Connection: An employee’s connection to their boss, company and job
Recognition: Compensation, appreciation and acknowledgment of achievements
Performance: Development, feedback and profess.
Similar to Training effectiveness- clause 6.2 (20)
Innovation is something new, something original out of the existing resources. It may span over : product, process, services, business model, delivery model or thought process or organisational structure
Transforming the Boardrooms "Boardroom Effectiveness"SAROJ BEHERA
Problems with Governance:
‘box ticking’ v. thinking
Structure v. behaviour
Avoiding risks v. creating opportunities
Developing policies, etc. v. implementation
Evidence about link between ‘Governance’ and performance:
Problem of ‘association’ v. ‘cause & effect’
Is association because ‘effective’ boards and management teams endeavour to follow ‘governance’, HRD, etc ‘best practice’?
Importance of the chairman of the board
Overview of presentation:
Differing approaches of the best run and OK companies
Creating a winning board and building a competitive company
Developing winning people – enabling them to live the values
Improving board effectiveness – Being World Class
Retailing in India is still evolving and the sector is witnessing a series of experiments across the country with new formats being tested out. Ex. Quasi-mall, sub-urban discount stores, Cash and carry etc
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
5. Factor How Factor Influences Type of Evaluation Design Change potential Can program be modified? Importance Does ineffective training affect customer service, product delivery, or relationships between employees? Scale How many trainees are involved? Purpose of training Is training conducted for learning, results, or both? Organization culture Is demonstrating results part of company norms and expectations? Time frame When do we need the information?
9. DONALD KIRKPATRICK'S 4 LEVELS OF EVALUATING TRAINING Levels Description Comments Level 1 Reaction Trainee reaction to the course. Does the trainee like the course? Usually in the form of evaluation forms, sometimes called "smile sheets". Most primitive and widely-used method of evaluation. It is easy, quick, and inexpensive to administer. Negative indicators could mean difficultly learning in the course. Level 2 Learning Did trainees learn what was based on the course objectives? Learning can be measured by pre- and post tests, either through written test or through performance tests. Level 3 Behavior Trainee behavior changes on the job - are the learners applying what they learned? Difficult to do. Follow-up questionnaire or observations after training class has occurred. Telephone interviews can also be conducted. Level 4 Results Ties training to the company's bottom line. Generally applies to training that seeks to overcome a business problem caused by lack of knowledge or skill. Examples include reductions in costs, turnover, absenteeism and grievances. May be difficult to tie directly to training.
Additional Speaker Notes: Bring the discussion close to home by asking the audience of trainers to think about the questions they have as a training course concludes. Share these important questions and ask if / how they find out the answers. While we may walk away with a “feeling” about how things went, it is important (for the reasons on the prior slides) to be able to validate these feelings. However, how do we go about validated these feelings and finding concrete answers? What answers can we draw from in the training community?
Additional Speaker Notes: Kirkpatrick’s 4 Levels of Evaluation provides a possible framework to answer the key questions we face as a training session concludes. Developed in 1952 by Donald Kirkpatrick, it is widely cited and viewed by most as the first evaluation model for corporate training (Pershing & Gilmore, 2004)
Additional Speaker Notes: Given that Kirkpatrick’s framework touches on important areas to assess, as well as its wide citation within the profession, it is easy to understand the broad appeal within the industry. However, as we will see in the next slide, this wide appeal has not translated to wide use . . .
Additional Speaker Notes: While Kirkpatrick is widely known, all levels are not widely used in practice. As cited in Pershing and Gilmore (2004), an ASTD study found only Level 1 was regularly used. This reflects important potential problems in adopting Kirkpatrick’s Model, including: the noted perception problems (time consuming, difficulty in measurement, beyond the realm of most trainers), as well as the pitfall of reliance on Level 1 results that may or may not translate to similar Learning / Transfer and ROI results that should be evaluated in Levels 2, 3 and 4.
Additional Speaker Notes: Brinkerhoff & Dressler also note 3 important problems with reliance on Kirkpatrick. Brinkerhoff & Dressler stress that training must be considered as part of the greater Performance Environment that includes the “owners” (such as senior and line managers), as well as other non-training factors (such as management support, incentives or rewards) which may impede or enable training. Given these limitations, it is recommended an alternative to Kirkpatrick be considered at BIG.
Additional Speaker Notes: As noted at the beginning of the presentation, it is necessary to incorporate an evaluation plan into the training programs at BIG. While Kirkpatrick’s Four Levels of Evaluation is a well known framework, it has important limitations. It is unlikely, the training staff at BIG will complete all of the necessary 4 levels to effectively evaluation the training program. Further, it lacks performance system focus. Brinkerhoff & Dressler propose a streamlined Success Case Evaluation Model that is recommended for use at BIG. As the training staff has not routinely performed evaluation as part of the underwriting training programs, it provides a relatively rapid evaluation and feedback process. It will also address the key business impact issues while contemplating the entire performance environment.