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Training Evaluation

Training Evaluation

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Published by Anurag Gupta
Training Session Handout on Evaluating Training Efforts
Training Session Handout on Evaluating Training Efforts

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Categories:Types, Brochures
Published by: Anurag Gupta on Apr 28, 2009
Copyright:Attribution Non-commercial

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07/18/2013

pdf

 
Training
 
Evaluation
 
©2009,
 
Creative
 
Commons
 
 Attributable
, Laura Zambrano & Jyoti Priyadarshini Page 1
 
Training Evaluation
Evaluation
 
is
 
becoming
 
a
 
more
 
important
 
part
 
of 
 
the
 
Training
 
programs
 
today
 
than
 
ever,
 
simply
 
because
 
the
 
volume
 
of 
 
investments
 
in
 
T&D
 
programs
 
has
 
increased
 
manifold
 
over
 
the
 
years.
 
Decision
 
makers
 
need
 
to
 
determine
 
which
 
programs
 
are
 
working,
 
and
 
how
 
to
 
increase
 
the
 
overall
 
organizational
 
effectiveness,
 
and
 
evaluation
 
processes
 
help
 
them
 
in
 
decision
 
making
 
process.
 
 
Evaluation
 
is
 
the
 
systematic
 
 process
 
of 
 
determining
 
the
 
worth,
 
value,
 
or 
 
meaning
 
of 
 
any 
 
 process
 
or 
 
activity.
 
In
 
context 
 
of 
 
a
 
Training
 
&
 
Development 
 
Program,
 
Evaluation
 
serves
 
the
 
 purpose
 
of 
 
 providing
 
measurable
 
and 
 
tangible
 
 feedback 
 
on
 
the
 
effectiveness
 
of 
 
the
 
 program.
 
Training
 
today 
 
is
 
too
 
costly,
 
and 
 
results
 
of 
 
an
 
ineffective
 
training
 
too
 
 far 
reaching,
 
to
 
be
 
left 
 
on
 
chance.
 
Using
 
appropriate
 
evaluation
 
techniques
 
and 
 
 processes
 
can
 
help
 
an
 
HR
 
Department 
 
to
 
become
 
more
 
accountable
 
by 
 
 providing
 
objective
 
and 
 
comprehensive
 
reports
 
on
 
the
 
efforts,
 
benefits,
 
and 
 
overall 
 
success
 
of 
 
a
 
training
 
 program.
 
“Evaluate
 
what 
 
you
 
want 
 
– 
 
because
 
what 
 
gets
 
measured,
 
gets
 
 produced.” 
 
 
ames
 
 A.
 
Belasco
 

 
 Agenda
 
of 
 
the
 
Session
 
Presenters’ Introduction 2 ‐3 minutesIcebreaker 8 10 minutesOverview of Evaluation 2 4 minutesPurpose of Evaluation 8 10 minutesFactors to consider during Evaluation 4 6 minutesLevels of Evaluation 4 6 minutesROI Model of Evaluation 4 6 minutesSample Forms 3 5 minutesConclusion 2 3 minutesFeedback and Felicitation 2 3 minutes
Estimated 
 
Session
 
Time:
 
40
 
minutes
 
Short 
 
break 
 
before
 
and 
 
after 
 
session
 
 
 
Training
 
Evaluation
 
©2009,
 
Creative
 
Commons
 
 Attributable
, Laura Zambrano & Jyoti Priyadarshini Page 2
 
Purposes
 
an
 
uses
 
of 
 
evaluation
 
 
To
 
determine
 
success
 
in
 
accomplishing
 
program
 
objectives
 
 
To
 
identify
 
the
 
strengths
 
and
 
weaknesses
 
in
 
the
 
HRD
 
process
 
 
To
 
compare
 
the
 
costs
 
and
 
benefits
 
of 
 
an
 
HRD
 
program
 
 
To
 
decide
 
who
 
should
 
participate
 
in
 
future
 
programs
 
 
To
 
test
 
the
 
clarity
 
and
 
validity
 
of 
 
tests,
 
cases,
 
and
 
exercises
 
 
To
 
identify
 
which
 
participants
 
were
 
the
 
most
 
successful
 
with
 
the
 
program
 
 
To
 
reinforce
 
major
 
points
 
made
 
to
 
the
 
participant
 
 
To
 
gather
 
data
 
to
 
assist
 
in
 
marketing
 
future
 
programs
 
 
To
 
determine
 
if 
 
the
 
program
 
was
 
appropriate
 
solution
 
for
 
the
 
specific
 
need
 
 
To
 
establish
 
a
 
database
 
that
 
can
 
assist
 
management
 
in
 
making
 
decisions
 
Factors
 
to
 
consider 
 
during
 
Evaluation
 
 
Location
 
of 
 
Participants
 
 
Duration
 
of 
 
the
 
program
 
 
Importance
 
of 
 
program
 
in
 
meeting
 
the
 
organization
 
objectives
 
 
Relative
 
investment
 
in
 
the
 
program
 
 
Ability
 
of 
 
the
 
participants
 
to
 
be
 
involved
 
in
 
the
 
Evaluation
 
 
Level
 
of 
 
management
 
interest
 
in
 
evaluation
 
RO
 
Model 
 
of 
 
Evaluation
 
Various
 
models
 
of 
 
evaluation
 
have
 
been
 
proposed
 
by
 
academicians
 
and
 
researchers
 
over
 
the
 
past
 
few
 
years.
 
However,
 
the
 
basic
 
idea
 
in
 
all
 
of 
 
the
 
models
 
remains
 
the
 
same
 
 –
 
and
 
comprises
 
the
 
following
 
5
 
levels
 
at
 
which
 
the
 
evaluation
 
should
 
be
 
done
 
for
 
a
 
training
 
program
 
to
 
be
 
evaluated
 
completely
 
and
 
effectively.
 
 
10
 
myths
 
about 
 
Evaluation
 
There
 
are
 
many 
 
 faulty 
 
assumptions
 
that 
 
have
 
kept 
 
HR
 
Professionals
 
 from
 
measuring
 
the
 
contribution
 
of 
 
their 
 
efforts.
 
Some
 
of 
 
these
 
myths
 
are:
 
i.
 
 
can’t 
 
measure
 
the
 
results
 
of 
 
my 
 
training
 
effort! 
 
ii.
 
 
don’t 
 
know 
 
what 
 
information
 
to
 
collect! 
 
iii.
 
If 
 
 
can’t 
 
calculate
 
the
 
return
 
on
 
investment,
 
then
 
it 
 
is
 
useless
 
to
 
evaluate
 
the
 
 program! 
 
iv.
 
Measurement 
 
is
 
only 
 
effective
 
in
 
the
 
 production
 
and 
 
 financial 
 
arenas! 
 
v.
 
My 
 
CEO
 
does
 
not 
 
require
 
evaluation,
 
so
 
why 
 
should 
 
 
do
 
it? 
 
vi.
 
There
 
are
 
too
 
many 
 
variables
 
affecting
 
the
 
behaviour 
 
 for 
 
me
 
to
 
evaluate
 
the
 
impact 
 
of 
 
training! 
 
vii.
 
Evaluation
 
will 
 
lead 
 
to
 
criticism! 
 
viii.
 
 
don’t 
 
need 
 
to
 
 justify 
 
my 
 
existence;
 
 
have
 
a
 
 proven
 
track 
 
record! 
 
ix.
 
Measuring
 
 progress
 
towards
 
learning
 
objectives
 
is
 
an
 
adequate
 
evaluation
 
strategy! 
 
 x.
 
Evaluation
 
costs
 
way 
 
too
 
much
 
to
 
be
 
worth
 
the
 
effort! 
 
What 
 
is
 
needed 
 
is
 
a
 
change
 
in
 
approach
 
of 
 
the
 
HR
 
Professionals.
 
They 
 
need 
 
to
 
change
 
their 
 
attitudes
 
and 
 
start 
 
 focussing
 
on
 
numbers
 
 
not 
 
only 
 
does
 
it 
 
make
 
 good 
 
economic
 
sense,
 
but 
 
also
 
 provides
 
the
 
necessary 
 
accountability 
 
and 
 
credibility 
 
to
 
their 
 
effort! 
 
Today’s
 
economic
 
climate
 
demands
 
that 
 
anyone
 
involved 
 
in
 
T&D
 
be
 
able
 
to
 
both
 
 produce
 
and 
 
document 
 
results.
 
Evaluation
 
 provides
 
the
 
documentary 
 
evidence
 
 for 
 
these
 
results! 
 
4 Stages of Evaluation:i.
 
Evaluation Planningii.
 
Data Collectioniii.
 
Data Recordingiv.
 
Reporting
 
Trai
Haviand
 
the
 
well
 
ROI
 
meai.
 
ii.
 
iii.
 
iv.
 
v.
 
vi.
 
LeveReacLearBehaResuROI
 
Data
 
interand
 
teaOncanalviabiOncstakthe
 
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nin
 
Evalu
g
 
a
 
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odel
 
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