Training Evaluation

Training Evaluation
Training Evaluation
• An evaluation is the systematic and objective assessment of an
ongoing or completed project, program or policy, its design,
implementation and results.
• The aim is to determine the relevance and fulfillment of
objectives, development efficiency, effectiveness, impact and
sustainability.
• Evaluation is a methodologically diverse terms involving the use
of both Qualitative and quantitative methods, including case
studies, survey research, statistical analysis, and model building
among others.
Purpose of Evaluation
• Feedback - on the effectiveness of the training

activities
• Control - over the provision of training
• Intervention - into the organizational processes that
affect training
Why Should A Training Program Be
Evaluated?
• To identify the program’s strengths and weaknesses
• To assess whether content, organization, and administration of the
program contribute to learning and the use of training content on
the job
• To identify which trainees benefited most or least from the program
• To gather data to assist in marketing training programs
• To determine the financial benefits and costs of the programs
• To compare the costs and benefits of training versus non-training
investments
• To compare the costs and benefits of different training programs to
choose the best program
Benefits of Evaluation
• Improved quality of training activities
• Improved ability of the trainers to relate inputs to outputs
• Better discrimination of training activities between those
that are worthy of support and those that should be
dropped
• Better integration of training offered and on-the job
development
• Better co-operation between trainers and line-managers in
the development of staff
• Evidence of the contribution that training and development
are making to the organization
Donald Kirkpatrick
• Kirkpatrick developed a model of training evaluation

in 1959
• Arguably the most widely used approach
• Simple, Flexible and Complete
• 4-level model
Training Outcomes: Kirkpatrick’s Four-
Level Framework of Evaluation Criteria
Level Criteria Focus

1 Reactions Trainee satisfaction
2 Learning Acquisition of knowledge, skills, attitudes,

behavior
3 Behavior Improvement of behavior on the job
4 Results Business results achieved by trainees

By assessing each level can we yield
actionable results
Level 4 - Results
worth it?
the itjob?
Level 3 - Behavior
KSA being used onWas
Check Requirements,
Systems and Processes
Was the environment suitable for learning?

2 - Knowledge
Did they learn anything
Check
Performance Environment
1 - Reaction
LevelLevel
Improve
Knowledge/Skill transfer
Improve
Learning Environment
Cont’d…
Level 1: Reaction: measure the satisfaction of the
trainees with the training program
Satisfaction questionnaire
Level 2: Learning: measure how much the trainees
have learned
Written tests
Performance tests
Simulation tests
Cont’d…
Level 3: Behavior: measure the trainees’ job performance
back on their jobs
Performance appraisals
Level 4: Results: measure the impact on the organization
Profits
Costs
Productivity
Quality
Injury rates, etc.
Outcomes Used in Evaluating Training
Programs:
Cognitive Skill-Based
Outcomes Outcomes
Return on
Affective Results Investment
Outcomes
Cont’d…
• Cognitive Outcomes
– Determine the degree to which trainees are familiar with
the principles, facts, techniques, procedures, or processes
emphasized in the training program
– Measure what knowledge trainees learned in the program
• Skill-Based Outcomes
– Assess the level of technical or motor skills
– Include acquisition or learning of skills and use of skills on
the job
Cont’d…
• Affective Outcomes
– Include attitudes and motivation
– Trainees’ perceptions of the program including the facilities,
trainers, and content
• Results
– Determine the training program’s payoff for the company
Cont’d…
• Return on Investment (ROI)
– Comparing the training’s monetary benefits with the cost of
the training
Formula for computing ROI for training:
ROI (percentage) = (Result/Training Costs) x 100.
Criteria for Good Training Outcomes
Good Training Outcomes need to be:
• Relevant
• Reliable
• Discriminative
• Practical

Training Evaluation

Uploaded by

Copyright:

Available Formats

Training Evaluation

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Training Evaluation

Uploaded by

Copyright:

Available Formats

Training Evaluation

• Feedback - on the effectiveness of the training

• Kirkpatrick developed a model of training evaluation

Level Criteria Focus

2 Learning Acquisition of knowledge, skills, attitudes,

3 Behavior Improvement of behavior on the job

4 Results Business results achieved by trainees

Was the environment suitable for learning?

You might also like