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    Training Evaluation

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    Tanvi Vora
    This document discusses evaluating training programs. It explains that training should be evaluated before, during, and after implementation to assess effectiveness and make improvements. Key aspects to evaluate include whether the training is meeting learning objectives, being implemented as planned, and leading to on-the-job performance improvements. A successful evaluation involves identifying purposes and appropriate evaluation methods, collecting and analyzing data, and providing feedback to improve future training quality and outcomes.

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    Training Evaluation

    Uploaded by

    Tanvi Vora
    417 views16 pages
    This document discusses evaluating training programs. It explains that training should be evaluated before, during, and after implementation to assess effectiveness and make improvements. Key aspects to evaluate include whether the training is meeting learning objectives, being implemented as planned, and leading to on-the-job performance improvements. A successful evaluation involves identifying purposes and appropriate evaluation methods, collecting and analyzing data, and providing feedback to improve future training quality and outcomes.

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    36814752 Training Evaluation Ppt

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    This document discusses evaluating training programs. It explains that training should be evaluated before, during, and after implementation to assess effectiveness and make improvements. Key aspects to evaluate include whether the training is meeting learning objectives, being implemented as planned, and leading to on-the-job performance improvements. A successful evaluation involves identifying purposes and appropriate evaluation methods, collecting and analyzing data, and providing feedback to improve future training quality and outcomes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    417 views16 pages

    Training Evaluation

    Uploaded by

    Tanvi Vora
    This document discusses evaluating training programs. It explains that training should be evaluated before, during, and after implementation to assess effectiveness and make improvements. Key aspects to evaluate include whether the training is meeting learning objectives, being implemented as planned, and leading to on-the-job performance improvements. A successful evaluation involves identifying purposes and appropriate evaluation methods, collecting and analyzing data, and providing feedback to improve future training quality and outcomes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 16

    EVELUATION OF TRAINING

    Training and development


    In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.

    When to Evaluate?

    Before, During, and After Training

    Why Evaluate?
    Before Training Identify needs or problems. Identify specific job competencies to close gaps.

    Identify the type of evaluation needed.

    During Development of Training

    Determine which staff should be the targets of training. Provide feedback to curriculum designers on content, methods, and materials. Determine if course delivery is consistent and follows curriculum specifications.

    Why Evaluate?
    After Training

    Note changes in participants attitudes and reactions to the course.

    Assess trainees mastery of knowledge.


    Assess trainees mastery of skills. Assess transfer of new knowledge and skills to the job. Measure whether or not performance gaps have begun to close. Measure relationship of training to agency goals and client outcomes.

    Factors to Consider
    Purpose of training Cost of evaluation Centrality of subject matter to competent job performance Consequences of poorly developed/delivered training Number of staff to be reached

    Length of course
    Legal mandates, public and political pressures Agency goals

    Model for Successful Training Course Evaluation


    Step 1: Identify the purposes of the evaluation.

    Step 2: Determine the levels of evaluation needed.


    Step 3: Develop an evaluation design. Step 4: Select or develop instruments. Step 5: Develop a data collection plan. Step 6: Pilot and revise instruments and procedures. Step 7: Collect evaluation data. Step 8: Analyze evaluation data.

    Step 9: Report results.


    Step 10: Provide feedback/disseminate results.

    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

    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

    What can be evaluated? Remember 3 Ps

    The Plan The Process The Product

    How to evaluate the Plan?


    Course Objectives Appropriate selection of participants

    Timeframe
    Teaching Methods

    How to Evaluate the Process?


    Planning Vs. Implementation Appropriate participants

    Appropriate time
    Effective use of time

    teaching according to set objectives

    Methods for Process Evaluation?

    Observation by the teacher him/herself


    Observation by other teachers Questionnaire completed by students Evaluation discussion by students Staff meetings

    How to Evaluate the Product?


    Is only evaluation of the product sufficient?
    Time Ultimately all stages require evaluation in any case

    Triangulation technique Changes in effectiveness


    Impact Analysis Achieving Targets

    Attracting Resources
    Satisfying Interested Parties

    Achieving Targets
    Level of variation in product
    Ability to cope with circumstances Time to reach job competency

    Productivity Processing Time Profit Operating Cost Rates of meeting deadlines Cost/Income ratio % of tasks incorrectly done

    levels of supervision required


    Frequency and costs of accidents

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