training evaluation

PARAMJIT SHARMA
 What is Training Evaluation?

The process of examining a training

program is called training evaluation.

It Checks whether training has had the

desired effect.

PARAMJIT SHARMA
 Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback by defining the objectives
and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between
acquired knowledge, transfer of knowledge at the work place,
and training

Control: It helps in controlling the training program because if

the training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher

authorities) uses the evaluative data to manipulate it for their
own benefits.
Intervention: It helps in determining that whether the actual
outcomes are aligned with the expected outcomes.

PARAMJIT SHARMA
 Before Training

The learner's skills and knowledge are

assessed before the training program

PARAMJIT SHARMA
PARAMJIT SHARMA 5
During the Training

During Training: It is the phase at which

instruction is started. This phase usually
consist of short assessment at regular
intervals

PARAMJIT SHARMA
 After Training

After Training : It is the phase when learner’s

skills and knowledge are assessed again to measure
the effectiveness of the training.

PARAMJIT SHARMA
 Levels of Evaluation

Reaction Level

Learning Level

Job-Behavior
Level
Functional Level

PARAMJIT SHARMA
 1Reaction Level

I have found this session

Badly Well
Presented
1 2 1 3 4 5 5Presented

Totally
1 2 1 3 4 5 5Totally
Unstimulating stimulating

PARAMJIT SHARMA
2 Learning Level

PARAMJIT SHARMA
 3 Behavior on Job

•Activity Sampling
•Self-diaries
•Incidents Observations
•Self Recording of Incidents
•Appraisal by Superiors

PARAMJIT SHARMA
 4 Functioning

•Increased productivity
•Increased Morale of subordinates
•Reduced Absenteeism
•Reduced Labour Turnover
•Reduction in Cost

PARAMJIT SHARMA
 Reaction

Trainees react to training ,form opinions and

attitudes about trainer, the method of presentation,
the usefulness and interest of the subject matter,
their own enjoyment and involvement, etc

PARAMJIT SHARMA
 Reaction

For example:
• Did the trainees like and enjoy the training?
• Did they consider the training relevant?
• Was it a good use of their time?
• Did they like the venue, timing, hostel etc ?
• Level of participation
•Trainers and their effectiveness
• Level of effort required to make the most of the learning
•Potential for applying the learning

PARAMJIT SHARMA
 Examples of evaluation tools

• Feedback forms based on subjective

personal experience
• Verbal reaction which can be noted and
analyzed
• Post-training surveys or questionnaires
• Online evaluation or grading
• Subsequent verbal or written reports
given back at their jobs

PARAMJIT SHARMA
 Relevance
• Can be done immediately, once the training ends

• Very easy to obtain reaction feedback

• Feedback is not expensive to gather

• Important to know that people were not upset or

disappointed

• Important that people give honest impression

PARAMJIT SHARMA
 Learning

Learning evaluation is the measurement

of the increase in knowledge or intellectual
capability from before to after the learning
experience:

PARAMJIT SHARMA
 Learning Defined ?

The Cognitive process of acquiring

knowledge & Skill

‘child acquisition of language’

PARAMJIT SHARMA
 Learning
For example:

• Did the trainees learn what intended to be taught?

• Did the trainees experience what was intended for them

to experience?

• What is the extent of advancement or change in the

trainees after the training,

PARAMJIT SHARMA
 Examples of evaluation tools

• Assessments or tests before and after the training

• Interview or observation- before and after

• Methods of assessment need to be closely related

to the aims of the learning

• Reliable, clear scoring and measurements need to

be established,

• Hard-copy, electronic, online or interview style

assessments are all possible

PARAMJIT SHARMA
Job Behavior

Behavior evaluation is the extent to which the

trainees applied the learning and changed their
behavior, and this can be done immediately or
several months after the training, depending on
the situation:

PARAMJIT SHARMA
 Job Behavior
For example:

• Did the trainees put their learning into use when back on the job?

• Was there noticeable and measurable change in the activity and

performance of the trainees when back in their roles?
•
• Was the change in behavior and new level of knowledge
sustained?
•
• Would the trainee be able to transfer their learning to others ?

• Is the trainee aware of change in behavior, knowledge, skill level?

PARAMJIT SHARMA
 Functioning Level

The changed job behavior affects the

functioning of the firm or the behavior of
others. These changes can be measured by
a variety of indices, many of which can be
measured in terms of cost

PARAMJIT SHARMA
 Functioning

•Increased productivity
•Increased Morale of subordinates
•Reduced Absenteeism
•Reduced Labour Turnover
•Reduction in Cost

PARAMJIT SHARMA
 Evaluation – Myths

• Evaluation may Lead to Criticism

• I don’t need to justify my existence; I have a proven Record

• Organizations can’t Measure the result of my Training Efforts

• I Don’t know what Information to Collect

• Measurement Is only effective in production & finance Areas

• My CEO does not require evaluation, so, why should I Do It ?

• There are too many variables affecting the behavior Change

for me to evaluate the Impact of Training

PARAMJIT SHARMA
 Reasons for failure

• Programmes are not linked to strategies,

• Programmes are designed to create awareness
and understanding, but not competence.
• Programmes focus on individuals rather than
operating units.
• Participants attend programmes for reasons
other than personal or organizational needs.
• Programmes fail to help participants confront
reality

PARAMJIT SHARMA
Thank You!

PARAMJIT SHARMA