Is there a training organization or company using a tool or mechanism that measures the effectiveness of training?

Yes -- it's called... start with measureable, attainable business goals. Align them with expected performance. Identify the gaps in performance, and then identify which gaps can be addressed with skills/knowledge, then ensure that everyone is well-educated on the link between the learning, performance and business goals, then see if you're meeting your business goals (assuming your organization is also addressing all the other factors that address performance)...

It also can be as simple as managers following up with employees after employees attend a training session.

"effectiveness" is relative

We have an instrument we use that measures the Transfer of Training. Here is an overview...

The purpose of the Transfer of Training Measurement and Improvement Tool is to provide your organization with a simple, user-friendly means for systematically measuring and improving employee transfer of training from the learning setting to the job. In addition to providing a method for improving training, a significant side benefit of Trans-Measure is the generation of data needed to measure, and internally market, the value of training.

The Transfer of Training Measurement and Improvement Tool introduces a significant element to the transfer of training equation: task importance. An inherent weakness of many other transfer of training evaluation models is the lack of data and whether or not the training is worth transferring. Is value being added to the organization? Is proper task performance critical to individual and organizational success, or is it a non-critical, nice-to-know? Trans-Measure blends transfer of training evaluation and needs analysis methodologies to offer insight into the value added by training.

Administration Methodology.

The Transfer of Training Measurement and Improvement Tool can be administered on paper using interdepartmental mail, or electronically via e-mail, the Intranet, or the Internet. Paper administration is the best method for organizations that have a significant number of employees who do not have access to networked or on-line computers. If you chose to administer Trans-Measure electronically, many commercial databases, surveys, and polling applications are readily customizable to meet the needs of your organization.

Set up a Reminder System.

The Transfer of Training Measurement and Improvement Tool calls for trainees to be surveyed six months after they complete a training course. Six months allows trainees time to perform the tasks covered in the training course on the job. Establishing an automated system to remind Trans-Measure administrators when to survey trainees is essential for all but the smallest organizations; manually tracking these dates is extremely cumbersome. Fortunately, nearly every training record administration or spreadsheet software application can perform this function.

Reporting Values

-Transfer of Training Rate - Indicates the amount of training successfully applied on the job.
-Prior Knowledge Rate - The prior knowledge rate provides you with an indication of what percentage of the course’s content the trainee knew prior to attending training.
-Didn’t Stick Rate - Indicates the percentage of skills taught in the course that trainees did not learn how to perform and/or couldn’t remember how to perform.
-Value Added Rate - Indicates the amount of value the training course added to the organization on a 0 to 5 scale. A high rating indicates that employees are learning skills critical to the success of the organization and applying them in their jobs.

Bob Blake
TrainersDirect
518-563-3250
www.trainersdirect.com

Thank you Bob for your response. We were looking for ways to better gauge training effectiveness after the staff member return to the job. Maybe there is a tool out there someone is using that works, that gives information on training effectiveness. Again, thanks.

The information I posted is a quickee version of what Brinkerhoff refers to as "leveraging transfer"

Instead of measuring AFTER the fact, be proactive about ensuring transfer. Check out the book High Impact Learning (Brinkerhoff).