Discussion3 - TRANING AND DEVELOPMENT - 23 MARCH 2023

Discussion3_Training and
Development_Richa Singh
Question - You just started a new role and learned that training evaluations are not completed. How would
you convince the senior leadership team the importance and value of completing a detailed evaluation
process?
If I have just landed into new job role in training and development department and come across the training
and development program which require approval from Senior Leadership for completion of detailed
evaluation then I will be presenting them the importance of Training evaluation in form of proposal after
training module completion where I will be using Decision Based Evaluation Method to explain how are we
going to conduct the evaluation, why it is necessary to do the same and what will be the ROI of doing so.
Firstly I will share the few key point what is training evaluation and why training evaluation is important :
Training evaluation is a process designed to assess the value—the worthiness— of training programs to
employees and to organizations. And its important because it -
-help fulfil the managerial responsibility to improve training.
-assist managers in identifying the training programs most useful to employees and in determining who should
be trained.
-determine the cost benefits of a program and help ascertain which program or training technique is most
cost-effective.
-determine whether the training program has achieved the expected results or solved the problem it was
meant to solve.
-diagnose the strengths and weaknesses of a program and pinpoint needed improvements .
-use the evaluation information to justify and reinforce, if merited, the value and credibility of the training
function to the organization.
Secondly I will share the method through which I will be doing the training evaluation i.e.
Decision Based Evaluation Model – where we assessors need to identify the target of the evaluation (What do
we want to find out from the evaluation?), identify its focus (What are the variables we will measure?), and
suggest the methods that may be appropriate for conducting the evaluation.
As model specifies three potential “targets” for the evaluation: (1) trainee change; (2) organizational payoff;
and (3) program improvement. Once those are decided, the evaluator specifies the “focus” of the change, as
there are many changes that can be measured. Are we interested in assessing the level of trainee changes with
respect to learning behaviours, or to the psychological states (such as motivation and self-efficacy)? Each
evaluation study may include one or more foci. Once the focus or foci are selected, the model suggests the
appropriate data collection method (e.g., surveys, job sample information, objective data, questionnaires,
interviews).
Variables which will be measured in training evaluation
Reaction – where trainees perception of the program and /or specific aspect of the course will be documented
and it can be done through questionnaires, focus groups, interviews . For example : How much of the course
content can be applied in your job? (utility reaction measure) How satisfied were you with the content of the
program? (affective reaction measure)
Learning – where trainee learning are measure through two type of method one which is declarative learning
which is widely used and it’s about knowing the information which is generally measured through multiple
choice or true /false tests. While other method is procedural which is seldom used and it involves he
organization of facts and information into a smooth behavioural sequence which will be measured by
situational and mastery tests. For example : Declarative: True or False: Earth is square. Multiple choice: What
statement best describes Earth? Procedural Mastery: You need to write a letter using a computer. From the list
below pick the four steps required to do so and list them in the order with which they should be performed.
Behaviour – how trainee is behaving on job and objective performance measures which will be measured by
self-reports, supervisory reports, direct and indirect observations, production records. For example : Self-
report: How many “cold calls” have you made in the last week? Observation: By others including the
supervisor and the analyst. May also include subordinates or customers.
Motivation – Trainees desire to learn and /or transfer the skill which will be measured by questionaries. For
example : How important is it to reduce accidents at work? What are the consequences to you if you apply at
work that which you learned in training? How likely is it that if you do apply the trained behaviours there will
be fewer accidents? The product of the three sets of questions produces the motivator scores.
Self-Efficacy - trainee confidence in learning and/or behaviour display on the job which will be measured
through questionaries. For example : How confident are you that you can explain the new policy to your
subordinates?
Perceived and/or anticipated support - the assistance trainees obtain and/or expect which will be measured
through questionaries. For example : My supervisor helps me (perceived support);
I expect that my supervisor will help me apply (anticipated support) my new skills on the job
Organizational perceptions - how trainees perceive the organization’s culture and climate for learning and
transfer which will be measured by standardized questionnaires . For example : Supervisors give recognition
and credit to those who apply new knowledge and skills to their work.
Organizational results - the impact of training on organizational outcomes which will be measured by
organizational records. For example : How much has quality improved as a result of the training program?
Thirdly will be sharing the method of Return on Investment i.e.
Return on investment (ROI) involves comparing the cost of a training program to its benefits by dividing the
net benefit by the cost of the training program.
The calculation of ROI involves dividing the net benefit (benefits – cost of the program) by the cost of a training
program. For example : If we have made $10,000 from a $1,000 effort, our return on investment (ROI) would
be 0.9, or 90%.

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Discussion3_Training and

-help fulfil the managerial responsibility to improve training.

Variables which will be measured in training evaluation

Thirdly will be sharing the method of Return on Investment i.e.

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