Presentation on Training Evaluation Strategies And Approaches To Evaluation of Training .

Presented By: Rejaul Abedin Participant of PgDMC Program Trainee Code#1004022 Institute of Management Consultants Bangladesh
March 2, 2012 1

Contents
What is training? What is evaluation? What is training evaluation? Why evaluate? Key/Killer Questions Process of Training Evaluation Methods/Techniques of Evaluation What makes an effective training session? What makes effective training? Evaluation of Training and Development How Evaluation is done? Training Evaluation: Kirkpatricks View Training Evaluation: Traceys View Training Evaluation: Hamblins View Sample of Training Evaluation Form Some proven principles Recommendations References Conclusion Questions and Answer 3 4 5 6 7 8-9 10 11 12 13-14 15 16 17 18 19 20 21 22 23 24
2

March 2, 2012

What is training?
Definition of Training:

Training is a process whereby people learn the skills, knowledge, attitudes, abilities and behaviours in order to perform their job effectively and efficiently.
Also Training is the act of increasing the knowledge and skill of an employee for doing a particular job.
March 2, 2012 3

What is evaluation?
Evaluation is the process of determining significance or worth, usually by careful appraisal and study and of systematically assessing the design, implementation and impact of programs, policies or projects. According to the American Evaluation Association, Evaluation involves assessing the strengths and weaknesses of programs, policies, personnel, products, and organizations to improve their effectiveness.
March 2, 2012 4

What is training evaluation?

Definition of training evaluation: The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Also it ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Broadly speaking, a continuous process of analysis that evaluates the training carried out by an organization, defining its aims, achieving its objectives, assessing the need for it, finding out how people react to it and measuring its effects of the organizations financial performance.

March 2, 2012

Why evaluate?
To determine if the training was successful in meeting aims (for participants and faculty) To decide how to change training content To improve the quality of training To assess the effectiveness & SWOT of training Program

March 2, 2012

Key/Killer Questions
Here well try to clarify things by asking some key but basic killer questions and the end result is some clarity as to what training evaluation is, where it fit into the different areas of training, what methods & models exist and which ones to use in various situations.

Evaluate? Evaluate what & why? Training? What is training? What are the Purposes of the training? What are the Purposes of the evaluation? Whats to be evaluated? A particular training course? The trainees? The trainers? The training department? A certain set of training materials? Facilities provided by training authority? Training in general? Measure Training effectiveness? Measuring training ROI? Measure major training KPI (Key performance Indicator)? Change behavior? Shape attitudes? Effect of training on organization financial or overall performance? Improve job performance? Reduce defects? Increase sales? Enhance quality? What about efficiency? How much time does the training consume? Can it be shortened? What does it cost? Whatever it costs, is it worth it? Who says? On what basis? What are we trying to find out? For whom? SWOT analysis?
The preceding questions are all killer questions which illustrates the complexity of any effort to evaluate training but these are important to the person who is involved for any such evaluation.
March 2, 2012 [Source: Fred Nichols -1990s] 7

Process of Training Evaluation

Pre/Before training evaluation: Pre training evaluation is a method of judging the worth of a program before the program activities begin. The learner's skills and knowledge are assessed before the training.

During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.
March 2, 2012 8

Process of Training Evaluation Contd.

During Training:

It is the phase at which instruction is started. This phase usually consist of short test at regular intervals.
After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.
March 2, 2012 9

Methods/Techniques of Evaluation
The various methods of training evaluation are: Observation Questionnaire

Interview
Self diaries Self recording of specific incidents

March 2, 2012

10

What makes an effective training session?

March 2, 2012

11

What makes effective training?

March 2, 2012

12

Evaluation of Training and Development

Training Utility: Has the training brought about the desired change in behaviour? Has the training had a demonstrable effect on performance of the task? Is there another method to achieve superior results? Is the cost of training commensurate with the achievement in the performance of the job?
March 2, 2012 13

Evaluation of Training and Development- Contd.

The four main dimensions of evaluation are: i. ii. Evaluation of contextual factors, Evaluation of training inputs,

iii. Evaluation of the training process, and

iv. Evaluation of training outcomes.

March 2, 2012

14

How Evaluation is done?

Most training evaluation methods seem to fall into one of the following two categories: (a) Reaction evaluation (Opinion surveys of participants through questionnaire), and (b) Outcome evaluation (Outcome evaluation may be done at three levels: immediate, intermediate and ultimate).
March 2, 2012 15

Training Evaluation: Kirkpatricks View

How to evaluate the effectiveness of training
Training should be measured by looking at 4 effects: Reaction: Satisfaction or happiness Learning: Skill Enhancement Behaviour: Change in the way of working Results: Efficiency & Productivity
March 2, 2012

Evaluation of

results
(transfer or impact on society) Evaluation of behavior (transfer of learning to workplace) Evaluation of learning (knowledge or skills acquired) Evaluation of reaction (satisfaction or happiness)

16

Training Evaluation: Traceys View

Training should be measured by the following methods: Observation Ratings by Qualified Raters

Trainee Surveys
Trainee Interviews

March 2, 2012

17

Training Evaluation: Hamblins View

Training should be measured at the following levels: Level 1: Immediate Reaction Post Training Level 2: Overall Learning Level 3: Change in Behaviour of Trainees Level 4: Results Level 5: Overall Values such as Growth, Profits, effectiveness of training, Welfare etc.
March 2, 2012 18

Sample of Training Evaluation Form

March 2, 2012

19

Some proven principles

If evaluation in any form is to be effective, it must be done in accordance with the following proven principles:
1. Evaluation must be planned. 2. Evaluation must be objective. 3. Evaluation must be verifiable. 4. Evaluation must be co-operative. 5. Evaluation must be continuous. 6. Evaluation must be specific. 7. Evaluation must be quantitative. 8. Evaluation must be feasible. 9. Evaluation must be cost effective

March 2, 2012

20

Recommendations
Recommendation has to be made on the basis of Training Evaluation Form/ POST-COURSE EVALUATION FORM by the Trainees and their Controlling Officers/managers of the concerned training program. And have to apply the outcomes/results from various methods of training evaluations such as Observation, Questionnaire, Interview, Self diaries, Self recording of specific incidents etc. Anyway, my recommendation goes here: The training organizer must need to implement the following areas: Training program have to be Effective and efficient Training program demands Excellent training Session Pre settled the Purposes of training program Assessment on challenges of delivering ROI (Return on Investment) Expected revenue per employee as a result of training Analysis of evaluation results Introduction of new training methods etc.
March 2, 2012 21

References
Text Book/Material of BIHRM: HR Training Research & Development Different web sites http://www.training-evaluation-metrics.com http://www.businessdictionary.com http://training.bsnl.co.in http://www.dba.co.uk http://www.karinrex.com

http://www.businesslink.gov.uk

March 2, 2012

22

Conclusion
There is no "cookbook" approach to the evaluation of training. To properly evaluate training requires one to think through the purposes of the training, the purposes of the evaluation, the audiences for the results of the evaluation, the points or spans of points at which measurements will be taken, the time perspective to be employed, and the overall framework to be utilized. Despite these, different approaches to evaluation of training discussed herein which have to be apply during evaluation wherein applicable.

March 2, 2012

23

March 2, 2012

24

March 2, 2012

25