Understanding Training Evaluation for Improved Performance
Explore the significance and process of training evaluation, including its importance, benefits, and methods. Learn how evaluation enhances training effectiveness, identifies strengths and weaknesses, and contributes to organizational objectives.
- Training Evaluation
- Performance Improvement
- Training Programs
- Organizational Development
- Employee Training
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Presentation Transcript
EVALUATION OF TRAINING Tara Prasad Kharel NASC
Contents 2 Introduction Importance Process Models 2024-07-08
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What should we ask? 5 Why Evaluate Training? or Can we afford not to evaluate training? 2024-07-08
What is evaluation? 6 Process of establishing a worth of something The worth means the value, merit or excellence It is state of mind, rather than a set of techniques 2024-07-08
What is training evaluation? 7 Measuring the effectiveness of training. The extent to which the objectives of training have been achieved A systematic process to analyze if training programs and initiatives are effective and efficient 2024-07-08
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Why evaluation? 9 To justify the need of training programme To identify the strengths and weaknesses of training programme To provide feedback on the effectiveness of the training activities To improve the future training programme To determine the competence level of the participants To make compliance with the overall objectives of the organization 2024-07-08
Benefits of Evaluation 10 Improved quality of training activities Improved ability of the trainers to relate inputs to outputs Better discrimination of training activities Better co-operation between trainers and managers in the development of staff Evidence of the contribution that training and development are making to the organization 2024-07-08
Equip with artilleries 11 Keep three questions in mind What to evaluate? - Content When to evaluate? - Time How to evaluate? - Process/method 2024-07-08
Five Steps of Training Evaluation 12 Step 1: Identify the Purposes of Evaluation Step 2: Select Evaluation Method Step 3: Design Evaluation Tools Step 4: Collect Data Step 5: Analyze and Report Results 2024-07-08
Identify Purposes of Evaluation 13 Why do we want to evaluate training programs? To learn from Experience for Future Improvement To increase Accountability To identify the strengths and weaknesses. To compare the costs and benefits. To test the clarity and validity of tests, cases and exercises. To reinforce the key points made to the participants. To determine whether the program was an appropriate solution for the specific need. To establish a database that can assist in making decisions. 2024-07-08
Select Evaluation Method (Models) 14 Donald Kirkpatrick s model Reaction Learning Behavior Results CIRO Model 2024-07-08
Design Evaluation/Data Collection Tools 15 Questionnaires Surveys Tests Interviews Focus group discussions Observations Performance records 2024-07-08
Analyze and Report Results 16 Data Input Data Analysis Frequency distribution Using figures Tables Charts Reporting Who needs to know what? Forms of communicating Evaluation report 2024-07-08
Evaluation report outline 17 Summary Training Program Description Training Evaluation Design and Methods Findings and Results Recommendations Appendices 2024-07-08
18 Summary Purpose of training evaluation Training evaluation audiences Major findings and recommendations Training Program Description Training Program background Training Program goals/objectives Training Program participants Training Program activities Training Evaluation Design and Methods Purpose of the training evaluation Training evaluation designs Data collection methods 2024-07-08
19 Findings and Results Description of how the findings are organized (e.g., by evaluation questions, themes/issues) Results of analyses of quantitative and/or qualitative data collected Recommendations Recommendations for action based on these conclusions Appendices List of participants List of Training materials Questionnaires, pre/post tests Program expenditure summary 2024-07-08
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Levels of Evaluation 21 2024-07-08
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Donald Kirkpatricks model 23 Reaction level evaluation Immediate reaction - How was the training overall? (Effectiveness) Learning level evaluation - What knowledge and abilities did participants learn at the training? Performance/ behaviour level evaluation - How have participants applied the skills they learned? Impact level evaluation - What was the effect on the organization? 2024-07-08
Reaction Level Evaluation 24 What to evaluate? Overall impression of the training programme (objectives, contents, resource persons, methodologies, training materials and aids, logistic support, food, accommodation etc.) When to evaluate? Generally, at the end of training programme Mid-way of the training programme How to evaluate? Questionnaire, general discussion, one-to-one q/a 2024-07-08
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Learning Level Evaluation 26 What to evaluate? The extent of which the learning was transferred Knowledge, skills etc. How to evaluate? Pre/post test Learning test/written test Performance test When to evaluate? At the end of training programme Mid-way of training programme 2024-07-08
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Performance Level Evaluation 28 What to evaluate? Changes of job behaviour/performance because of training When to evaluate? After 6 months How to evaluate? Observation Interview with the participant/immediate boss Using checklist of work procedure Interview with the stakeholders Performance evaluation 2024-07-08
Impact Level Evaluation 29 What to evaluate? Measuring the effects of performance of trainees on efficiency of organisation When to evaluate? After 1 2 years How to evaluate? Interview Observing Control group Opinion survey 2024-07-08
Finally we agree to ask 30 Can we afford not to evaluate training? 2024-07-08
31 The Kirkpatrick Training Evaluation Model Thank You 2024-07-08
