IIPM

PRESENTATION
ON
TRAINING AND DEVELOPMENT

EVELUATION OF TRAINING



BY:-ABHISHEK SINGH
Training and development
In the field of human resource management, training and development is the
field concerned with organizational activity aimed at bettering the performance
of individuals and groups in organizational settings.

TRAINING:-

It is a learning process that involves the acquisition of knowledge, sharpening of
skills, concepts, rules, or changing of attitudes and behaviors to enhance the
performance of employees.



When to Evaluate?





Before, During, and After
Training


Why Evaluate?
Before Training

Identify needs or problems.
Identify specific job competencies to close gaps.
Identify the type of evaluation needed.

During Development of Training

Determine which staff should be the targets of training.
Provide feedback to curriculum designers on content, methods, and materials.
Determine if course delivery is consistent and follows curriculum specifications.



Why Evaluate?
After Training


Note changes in participants attitudes and reactions to the course.
Assess trainees mastery of knowledge.
Assess trainees mastery of skills.
Assess transfer of new knowledge and skills to the job.
Measure whether or not performance gaps have begun to close.
Measure relationship of training to agency goals and client outcomes.

Factors to Consider
Purpose of training
Cost of evaluation
Centrality of subject matter to competent job performance
Consequences of poorly developed/delivered training
Number of staff to be reached
Length of course
Legal mandates, public and political pressures
Agency goals

Model for Successful Training Course Evaluation
Step 1: Identify the purposes of the evaluation.
Step 2: Determine the levels of evaluation needed.
Step 3: Develop an evaluation design.
Step 4: Select or develop instruments.
Step 5: Develop a data collection plan.
Step 6: Pilot and revise instruments and procedures.
Step 7: Collect evaluation data.
Step 8: Analyze evaluation data.
Step 9: Report results.
Step 10: Provide feedback/disseminate results.


Benefits of Evaluation

Improved quality of training activities
Improved ability of the trainers to relate inputs to outputs
Better discrimination of training activities between those that are worthy of
support and those that should be dropped
Better integration of training offered and on-the job development
Better co-operation between trainers and line-managers in the development of
staff
Evidence of the contribution that training and development are making to the
organization

Purpose of Evaluation

Feedback - on the effectiveness of the training activities
Control - over the provision of training
Intervention - into the organizational processes that affect training

What can be evaluated?
Remember 3 Ps

The Plan
The Process
The Product


How to evaluate the Plan?

Course Objectives
Appropriate selection of participants
Timeframe
Teaching Methods

How to Evaluate the Process?
Planning Vs. Implementation
Appropriate participants
Appropriate time
Effective use of time
teaching according to set objectives


Methods for Process Evaluation?

Observation by the teacher him/herself
Observation by other teachers
Questionnaire completed by students
Evaluation discussion by students
Staff meetings


How to Evaluate the Product?

Is only evaluation of the product sufficient?
Time
Ultimately all stages require evaluation in any case
Triangulation technique
Changes in effectiveness
Impact Analysis
Achieving Targets
Attracting Resources
Satisfying Interested Parties

Achieving Targets
Level of variation in product
Ability to cope with circumstances
Time to reach job competency
levels of supervision required
Frequency and costs of accidents



Productivity
Processing Time
Profit
Operating Cost
Rates of meeting
deadlines
Cost/Income ratio
% of tasks incorrectly
done