this presentation is talk about to know all about training, how to give training, what be taken care how the training will be given. Training different methods. How to monitor training effectiveness. How to prepare training feedback forms etc.

1. What you must know about training & how to measure its effectiveness
Gajendra Khare-Founder and Chief Executive
www.scsuniversal.in
As a HR professional I always wanted to improve my communication skills to conduct training
session flawlessly & also improve my leadership skills. I still remember, it was Feb-2014 when I
have attended my first meeting at CDTM as guest. When I have seen people are speaking
confidently & flawlessly I wanted to speak like them & that moment I have decided to join the
club that was the turning point in my life. I gained insight on how to write & deliver effective
speeches on different occasions. I learnt how to provide constructive feedback & evaluations &
to work in teams in a supportive environment and continue to become a better speaker & leader
& trainer as well. Like me there are many toastmasters friends who would like to enhance their
competence to impart effective and enriching and motivating training programs. So I thought let
me share my wisdom on this topic which I have gained during my journey as toastmaster and
trainer. By imparting training for a short period you cannot expect people immediately will move
mountains, drink, ocean, eat sun, but definitely you can make them to think. Essence of Training
is Initiating Individuals Thinking Ability “Think to get Trained, Get Trained to Think”
These days’ organizations are feeling the huge need to train their employees due to various
reasons in order to achieve their objectives:
 To prepare for changing demands
 To prevent obsolescence
 To align with job specifications
 To prepare them for next job
 To enhance productivity
 Career and Succession planning
 Benchmarking with outside world
 To enhance morale
If we delve in to the question why training is needed, what it will change in a person or in an
organisation, we may be able to answer the following:
 Makes individual and organization to Think
 Helps them to Introspect
 Removes fear
 Help to Sets Goal
 Organizational competency development & individual Personality Development
 Organizational Culture Development

2. What you must know about training & how to measure its effectiveness
Gajendra Khare-Founder and Chief Executive
www.scsuniversal.in
 To manage change within organization and to drive the change in an individual
So now the question arise how to design the efficient and effective training programmes? To
answer it we must take care of the following things:
 For Whom it is designed (study the target participant)
 What they need and cater to their expectation
 Why this training is required at this time.
 Where this training will be given and how long will serve the purpose?
 What are the Resources available to make it more effective?
 Expertise required delivering it effective & efficient manner.
Once as a trainer if we have done Training Need Analysis (TNA) for organisations and individuals
or group of individuals. Now we can identify the efficient process of training how it will be
conducted in terms of Lecture, Brainstorming, Role Play, Lateral Thinking, Games, Discussions,
CBT – Computer Based Training, Case Analysis, Situation Handling, Workshops & Exercises etc.
The biggest challenge lies ahead before training companies and trainers to justify the answers of
the following questions:
 Organisation or individual feels why we have to invest on training?
 What is the use of trainings and how you can correlate it with business results and
improved individual’s performance?
 How you can measure the cost effectiveness of training initiatives?
 Why Training and why not OJT (on the job training) or practical learning?
 What are the indicators which show roadmap for effective training process?
To answer this question, develop the system to measure the aspects according to the below
mentioned guidelines to reap the desired results in order to justify the training programme’s & its
effectiveness: .

3. What you must know about training & how to measure its effectiveness
Gajendra Khare-Founder and Chief Executive
www.scsuniversal.in
MEASURE REACTION of Participant: At this level, participants’ reactions to and satisfaction with
the training program are measured. Some recommended data to capture
- Relevance of training to job
- Recommendation of training to others
- Importance of information received
- Intention to use skills/knowledge acquired
Those four items have predictive validity for projecting actual applications and should be
compared from one program to another.
MEASURE LEARNING. Learning can be measured informally with self-assessments, team
assessments, or facilitator assessments, or formally with objective tests, performance testing, or
simulations. Learning self-assessments may ask participants to rate the following items:
- Understanding of the skills/knowledge acquired
- Ability to use the skills/knowledge acquired
- Confidence in the use of skills/knowledge acquired
MEASURE BEHAVIOR APPLICATION:. This level measures changes in on-the-job behaviour while
the training is applied or implemented. This information often is collected through a follow-up
survey or questionnaire. Key questions asked concern:
- The importance of the skills/knowledge hack on the job
- The frequency of use of the new skills/knowledge
- The effectiveness of the skills/knowledge when applied on the job
MEASURE BUSINESS IMPACT: At this level the actual business results of the training program
are identified. A paper-based or automated follow-up questionnaire can be used to gather this

4. What you must know about training & how to measure its effectiveness
Gajendra Khare-Founder and Chief Executive
www.scsuniversal.in
data. Depending on the training programs' performance and business objectives, data may be
gathered on the following:
- Productivity level
- Quality
- Cost control
- Sales revenue
- Customer satisfaction
MEASURE RETURN ON INVESTMENT: At this level the monetary benefits of the program are
compared with the cost of the program. The costs of the program must be fully loaded. The
methods used to convert data should be reported. The ROI calculation for a training program is
identical to the ROI ratio for any other business investment:
ROI (%) = ((benefits - costs]/costs) x 100
A benefit-cost ratio may also be calculated by dividing costs into benefits.
MEASURE INTANGIBLE BENEFITS: Intangible benefits are measures that are intentionally not
converted to monetary values because the conversion to monetary data would be too subjective.
It is important to capture and report intangible benefits of the training program, such as:
- Increased job satisfaction
- Reduced conflicts
- Reduced stress
- Improved teamwork

5. What you must know about training & how to measure its effectiveness
Gajendra Khare-Founder and Chief Executive
www.scsuniversal.in
Article written by: Gajendra Khare is the Founder & Chief Executive at SCS universal. He is a qualified HR
professional and trainer& passionate toastmaster & global professional, Strategic HR systems expert,
people person, creative thinker & writer. Gajendra has worked as a senior level HR position in India and
Abroad for over twenty years,