TRAINING EVALUATION

Realities
HRD is linked to competitive strategies
T&D budgets are constantly on the rise
Accountability of all functions is rising
The pressure to measure results of training is
mounting


TRAINING evaluation
Donald Kirkpatrick Professor a University of
Wisconsin Management Institute

Step 1 REACTION
Step 2 LEARNING
Step 3 - BEHAVIOUR
Step 4 - RESULT

REACTION
How well did the Conferees like the program?
It is about measuring customer satisfaction


- Determine what you want to find out
- Basis the above use a written sheet to capture
- Design the form to ensure results can be
quantified
- Anonymous forms can be made to ensure honest
reactions can be captured
- Encourage qualitative feedback too




LEARNING
A favourable reaction does not mean learning!
What principles, facts, tasks were learned?


- It is important to measure learning for each
conferee
- A before and after approach to be used
- If possible use a control group and a learning
group to assess difference




Classroom Performance OR Paper and pencil
test can be used to assess learning




BEHAVIOUR
What change in job Behaviour resulted from the training
program?


5 Requirements to be met for change in behaviour :
- Desire to change
- Know-how of what to do and how to do it
- The right job climate
- Help in applying the classroom learning
- Rewards for changing behaviour





Systematic appraisal post 3 months of training, include 360
feedback to gauge change, try comparing with the control
group.




RESULT
What were the tangible results from the program in terms
of cost reduction, improved quality/quantity?


- At times results are tough to gauge
- Hence important to follow the previous steps
- Should be established at the TNI stage




Depth Interviews, Mailed Questionnaires, Interview with
multiple seniors




Return on Investment
Did the monetary value of the results exceed the cost of
the program?


Challenges

- Staff expertise
- Resources that can be allocated
- Organizations commitment
- Pressures to show ROI calculation from peers
- Nature and type of training




ROI