Training evaluation- Ten steps process

1. Determining needs2. Settings objectives3. Determining subject content4. Selecting participants5. Determining the best schedule6. Selecting appropriate facilities 7. Selecting appropriate instructors 8. Selecting and preparing audiovisual aids9. Coordinating the program10. Evaluating the program

Determining Needs

•Ask the participants•Ask the bosses of the participants•Ask other who are familiar with the jobs and how is being performed ,

including subordinates, peers and customers•Test the participants•Analyze performance appraisal forms•Communicate needs with the concerned employees •Decisions to change should be based on opinions as well as on facts• If a change is going to be unpopular with employees, the organization

should proceed slowly in order to obtain acceptance. •Empathy is one f the important concepts in managing change

Setting objectives

•What results are we trying to accomplish? Results are in terms of production, quality, turnover, absenteeism, morals, sales, profits and ROI•What behavior ate needed to accomplish these desired results?•What knowledge, skills, and attitudes are necessary to achieve

the desired behaviors?•Identify knowledge or skills are necessary for the job.

•Diversity training

Determining Subject Content•Needs and objectives are prime in determining subject content•What topics should be presented• Some modification may be necessary depending on the

qualification of the trainers • Depend on the training budget

Selecting participants

•Who can benefit from the training•What programs are required by law or by government edict

(statute, act) ?• Should the training be voluntary or compulsory• Should the participants be segregated by level in the

organization, or should two or more levels be included in the same class? •Basic question is whether subordinates ca speak freely in a

training class if their booses are present in the same class.

Determining the best schedule

• Best training schedules depends on three consideration:• The trainees• Their bosses• The best conditions for learning.• Solid week of training• Spread training over weeks or months• The schedule should be communicated well in advance • Line managers should be consulted regarding the best time and schedule• The training schedule must meet the needs and desires of the participants,

not the instructors

Selecting appropriate facilities

• Facilities should be comfortable and convenient• Negative factors should be avoided • like rooms are too small, • uncomfortable furniture • noise• Long distances to the training room, and • uncomfortable temperature either hot or cold• Refreshment and breaks• Respectful to all participants•

Select appropriate instructors

• Qualifications should include a knowledge of the training subject• Desire to teach• Ability to communicate• Skills at getting people to participate • Fit to the needs and objectives of the organization and to the trainees• Learn oriented • Trainers reformations fit within the budget• Inside/outside instructors• Orient outside instructors

Selecting and preparing Audiovisual Aids

• They help the leader maintain interest and to communicate • Some Audiovisual Aids are short, some are long, some are attract interest and

entertain• Preview them before presenting in the class• Rent or organizational productions • Think an effectiveness of the Audiovisual Aids to the training program • Audiovisual Aids should have exact communication message

Coordinating the program

• Instructors might coordinate the trainings as well as teaches• Make sure every thing is ready before training sessions start. • Required handouts be ready• Ensure equipment are okay to operate and are ready

Evaluating the training program, sessions• Effectiveness of a training program, time and emphasis should be put on the planning, and

implementation of the program. • Descriptions of concepts, principles and techniques can help to ensure an effective program• Evaluation of training (measures) at four levels:

• Reaction of the trainees to the training/training program • How they like the training• What they learned• How to improve the training next time

• Learning outcomes of the trainees • Behavior change of the trainees

• Trainers observed the trainees` over a weeklong period • Ask questions how to return to vendors

•Results (change agents change)• Challenges in implementing the training projects• Cost•Motivations of the executives • ROI• Communicate the results at four levels of evaluation