pp presentation on training evaluation (rejaul abedin)

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March 2, 2012 1

Presentation on “Training Evaluation Strategies And

Approaches To Evaluation of Training ”.

Presented By: Rejaul AbedinParticipant of PgDMC Program

Trainee Code#1004022Institute of Management Consultants Bangladesh



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Contents• What is training? 3• What is evaluation? 4

• What is training evaluation? 5• Why evaluate? 6• Key/Killer Questions 7• Process of Training Evaluation 8-9• Methods/Techniques of Evaluation 10• What makes an effective training session? 11• What makes effective training? 12

• Evaluation of Training and Development 13-14• How Evaluation is done? 15• Training Evaluation: Kirkpatrick’s View 16 • Training Evaluation: Tracey’s View 17 • Training Evaluation: Hamblin’s View 18 • Sample of Training Evaluation Form 19• Some proven principles 20• Recommendations 21• References 22• Conclusion 23• Questions and Answer 24



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What is training?

• Definition of Training:

Training is a process whereby people learnthe skills, knowledge, attitudes, abilities

and behaviours in order to perform their job effectively and efficiently.

Also Training is the act of increasing theknowledge and skill of an employee fordoing a particular job.



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What is evaluation?

• Evaluation is the process of determiningsignificance or worth, usually by careful appraisaland study and of systematically assessing thedesign, 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 toimprove their effectiveness.



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What is training evaluation?

• Definition of training evaluation:

The process of examining a training program is called “training evaluation” . Training evaluation checks whethertraining has had the desired effect. Also it ensures that

whether candidates are able to implement their learning intheir respective workplaces, or to the regular work routines.

• Broadly speaking, a continuous process of analysis thatevaluates the training carried out by an organization,defining its aims, achieving its objectives, assessing theneed for it, finding out how people react to it andmeasuring its effects of the organization’s financialperformance.



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Why evaluate?

• To determine if the training was successful inmeeting aims (for participants and faculty)

• To decide how to change training content

• To improve the quality of training

• To assess the effectiveness & SWOT of trainingProgram



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Key/Killer Questions

Here we’ll try to clarify things by asking some key but basic killer questionsand the end result is some clarity as to what training evaluation is, where itfit 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? What’s to be evaluated? A particular trainingcourse? The trainees? The trainers? The training department? Acertain set of training materials? Facilities provided by training

authority? Training in general? Measure Training effectiveness?Measuring training ROI? Measure major training KPI (Keyperformance Indicator)? Change behavior? Shape attitudes?Effect of training on organization financial or overallperformance? Improve job performance? Reduce defects?Increase sales? Enhance quality? What about efficiency? Howmuch 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 thecomplexity of any effort to evaluate training but these are important to theperson who is involved for any such evaluation.



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Process of Training Evaluation

• Pre/Before training evaluation:

Pre training evaluation is a method of judging theworth of a program before the program activitiesbegin. The learner's skills and knowledge areassessed before the training.

During the start of training, candidates generallyperceive it as a waste of resources because atmost of the times candidates are unaware of theobjectives and learning outcomes of the program.

Once aware, they are asked to give their opinionson the methods used and whether those methodsconfirm to the candidates preferences andlearning style.



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Process of Training Evaluation -Cont’d.

• During Training:

It is the phase at which instruction is started.This phase usually consist of short test at regularintervals.

• After Training:

It is the phase when learner’s skills andknowledge are assessed again to measure theeffectiveness of the training. This phase is

designed to determine whether training has hadthe desired effect at individual department andorganizational levels. There are variousevaluation techniques for this phase.



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Methods/Techniques of Evaluation

The various methods of training evaluation are:

• Observation

• Questionnaire

• Interview

• Self diaries

• Self recording of specific incidents



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What makes an effective trainingsession?



March 2, 2012 12

What makes effective training?



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Evaluation of Training and Development

• Training Utility:

– Has the training brought about the desiredchange in behaviour?

– Has the training had a demonstrable effect onperformance of the task?

– Is there another method to achieve superior

results?

– Is the cost of training commensurate with theachievement in the performance of the job?



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Evaluation of Training andDevelopment- Cont’d.

The four main dimensions of evaluation are:

i. Evaluation of contextual factors,

ii. Evaluation of training inputs,

iii. Evaluation of the training process, and

iv. Evaluation of training outcomes.



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How Evaluation is done?

Most training evaluation methods seem to fallinto one of the following two categories:

(a) Reaction evaluation (Opinion surveys of participants through questionnaire), and

(b) Outcome evaluation (Outcomeevaluation may be done at three levels:immediate, intermediate and ultimate).



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Training Evaluation: Kirkpatrick’s View How to evaluate the effectiveness of training

• Training should bemeasured by looking at 4effects:

– Reaction: Satisfaction orhappiness

– Learning: SkillEnhancement

– Behaviour: Change in

the way of working

– Results: Efficiency & Productivity

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)



March 2, 2012 17

Training Evaluation: Tracey’s View

• Training should be measured by the followingmethods:

– Observation

– Ratings by Qualified Raters

– Trainee Surveys

– Trainee Interviews



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Training Evaluation: Hamblin’s View

• Training should be measured at the followinglevels:

– 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.



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Sample of Training Evaluation Form



March 2, 2012 20

Some proven principles

If evaluation in any form is to be effective, itmust be done in accordance with the followingproven 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



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Recommendations

Recommendation has to be made on the basis of TrainingEvaluation Form/ POST-COURSE EVALUATION FORM by theTrainees and their Controlling Officers/managers of theconcerned training program. And have to apply theoutcomes/results from various methods of trainingevaluations such as Observation, Questionnaire, Interview,

Self diaries, Self recording of specific incidents etc. Anyway,my recommendation goes here: The training organizermust 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 onInvestment) ► Expected revenue per employee as a resultof training ► Analysis of evaluation results► Introduction of new training methods etc.



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References

• Text Book/Material of BIHRM: HR TrainingResearch & 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



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Conclusion

There is no "cookbook" approach to the evaluationof training. To properly evaluate training requiresone to think through the purposes of the training,the purposes of the evaluation, the audiences for

the results of the evaluation, the points or spansof points at which measurements will be taken,the time perspective to be employed, and theoverall framework to be utilized.

Despite these, different approaches to evaluationof training discussed herein which have to beapply during evaluation wherein applicable.



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pp presentation on training evaluation (rejaul abedin)

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