1. Research By:
Shobitash Jamwal
Implementing T&D Effectiveness
Measurement Tool using MS EXCEL

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.

13. Tool Used for Evaluation of T&D
Effectiveness

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.

19. Screenshot of Tool

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.

22. Any Queries?