Difference between training

evaluation and effectiveness:-

SR. MAIN POINTS EVALUATION EFFECTIVENESS

NO
It is the process by which you
1. DEFINITION can determine if you have met
those objectives and whether
there is a better and cheaper
way in which to do so in the
future.
It is a best measure learning,
2. MEASURE with no measure of the
learner's ability to apply what
they learned on the job and
no measure of the impact on
organizational performance.
Training is effective when the employee
demonstrates the desired behavior change (new
skill, new knowledge, etc.) they learned during
the training.
It is a measure that examines the degree to which
training improved the employee’s knowledge,
skill, and behavioural pattern within the
organization as a result of the training.

If any weak spots, it rectifies it
3. RECTIFIES THE in the next session and
evaluates new measures to
WEAK SPOTS overcome weak spots.
If the training programme does not show
any effective results then more sessions
are conducted to rectify the weak spots
and to make the employees more
effective.

It is flexible. It may or may not be flexible.

4. FLEXIBLE

It concentrates on large set It concentrates on small set of

5. CONCENTRATES of varibles. variables.
 Lack of time  Lack of commitment
6. PROBLEMS/  Lack of support  Inadequate metrics
 Not having the right
OBSTACLES skills and tools
 Inable to link training
FACED with the objectives
HOW IT IS DONE……

TRAINING EFFECTIVENESS:-
An organization embeds best practices in adult learning and
training design, development, and delivery into its standard
training methodology (yes – that’s right, you need a
methodology) enabling the organization to achieve the goal of
“Right Training delivered by the Right Trainers to the Right
Persons at the Right Time to achieve the Right Outcomes.”
Periodic assessment is likely to happen at an individual site
level, but can be a coordinated effort to look across a larger
global organization that has multiple sites. Assessing the
effectiveness of training occurs after employees participate in
the training and should be part of an identified periodic
review.

TRAINING EVALUATION:-
This assessment is done by collecting data on whether
the participants were satisfied with the deliverables of
the training program, whether they learned something
from the training and are able to apply those skills at
their workplace.