Concept, Definition and Need of Training Evaluation

Jyothiraj B.G.

Concept of Training Evaluation
‡ Management have defined sets of goals and objectives ‡ Hire personnel and equip them with the tools and resources to do the job ‡ Gaps exist between employer¶s skills and job knowledge and those required to do their jobs ‡ Management have two basic choices to decrease or eliminate that gap
± to train the employees themselves ± to send the employees to a training program

expected. consistent and measurable .Concept of Training Evaluation ‡ Management become stakeholders and the training must meet the management¶s requirements by providing appropriate training delivered expeditiously at the proper skill level ‡ The training evaluation process provides a method to track and measure training against stakeholder¶s requirements ‡ To be successful. evaluation must be considered a process that yield a result that is repeatable.

it supports the function of designing and improving training ‡ Successful evaluation operations are important as value-added resources to all training . valuable endeavor to the company ‡ Evaluation doest not exist within business solely for evaluation.Concept of Training Evaluation ‡ By viewing evaluation as a process rather than an activity. training evaluation becomes a professional.

by attending seminars and corporate evaluation training programmes and by going to evaluation and training conventions ‡ Value gained from training evaluation must overweigh the cost of conducting it .Concept of Training Evaluation ‡ To become competent in evaluation practices. it is suggested that corporate personnel become familiar with training evaluation by reading.

its efficiency and any other outcomes it may have ‡ Evaluation means the assessment of value of worth .Definition of Training Evaluation ‡ Evaluation is the collection of analysis and interpretation of information about any aspects of a training programme as part of a recognized process of judging its effectiveness.

i. it is an aid to training .e. ‡ Evaluation is meant for improving the training.Definition of Training Evaluation ‡ Hambin (1970) defined evaluation of training as ± any attempt to obtain information (feedback) on the effects of training programme and to assess the value of training in the light of that information. ‡ This definition includes investigation before and during training as well as after training. ‡ The purpose of evaluation is to create a feedback loop or a self-correcting training system.

methodologies are working as per planned ‡ Validation is narrower in perspective and forms an integral step of evaluation ‡ Validation will cover two areas ± The outcomes essentially in terms of performance or of meeting the training gap so far as the organisation is concerned ± The outcomes to a lesser extent.Validation vs Evaluation ‡ The emphasis of evaluation is on value whereas validation is meeting a specific objective ‡ The purpose of the validation is to ensure that systems. processes. for the individual¶s achievements and for meeting the aspirations of the learners .

Validation vs Evaluation ‡ Evaluation is wider in coverage and covers the following ± The process of getting there & the mechanics of the system in terms of the final outcome & in their own professional training terms ± The training system as a whole and not just specific interventions or programmes .

cases and exercises used in the training programme .Evaluation Objectives ‡ To determine the degree of success in achieving the programme objective ‡ To prepare a cost benefit of the training programme ‡ To draw a SWOT analysis of the training process ‡ To decide about the level of participants for the future programmes ‡ To find out the efficacy of various methodologies.

Evaluation Objectives ‡ To yield information on the trainees. their propensity to learn and readiness to apply what is learnt on the job conditions ‡ To measure participants¶ results ‡ To determine whether the programmme was the appropriate solution for the problems identified ‡ To create database that can assist management in taking decisions ‡ To enable HR department to identify why participants prefer a specific programme .

etc. objectives. cut back. activities. in what way . and if so. delivery method.) should be changed and if so how ‡ Decisions regarding whether the type and number of participants being sent through the course should be modified.Training Evaluation and Decision making ‡ Decision regarding whether a training program is continued. or eliminated ‡ Decisions regarding whether elements of the training program (such as materials.

‡ Decisions regarding whether training met or exceeded stated quality goals .Training Evaluation and Decision making ‡ Decisions regarding how can the effectiveness of a training program in meeting its stated objectives can best be summarized and described in terms of returnon-investment to the company ‡ Decisions regarding whether all stakeholders¶ requirements have been satisfied.

.Need for Evaluation ‡ Provide feedback on whether the training or development activity is effective in achieving its aims. an issue which many organisations find they have problems with. ‡ Demonstrate the overall value and worth of development activities. ‡ Provide information on how to increase the effectiveness of current or later development activities. ‡ Indicate the extent to which trainees apply what they have learned back in the workplace (transfer of training).

social and other processes. ± To contribute to decisions about programme modification. . ± To obtain evidence to really support a programme ± To contribute to the understanding of basic psychological. expansion or certification.Need for Evaluation ‡ Anderson and Ball (1978) proposed the following major needs for evaluation: ± To contribute to decisions about programme installation ± To contribute to decisions about programme continuation.

ie. . whether it was worth the cost. ± Learning: Recognises that evaluation cannot with ease be divorced from the processes upon which it concentrates. and so on. and that this may also be linked to judgements about the value of the activity whether the right thing was done.Need for Evaluation ‡ Mark Easterby-Smith (1986) has also identified three general needs for evaluation: ± Providing: Demonstrates conclusively that something has happened as a result of training or development activities. ± Improving: Implies an emphasis on trying to ensure that either content or future programme or activities become better than they are at present. whether it was well done. learning and development process itself.

Purpose & Uses of Training Evaluation/ Reasons for using Training Evaluation ‡ To identify whether a training program is accomplishing its objectives ‡ To benefit those who sponsor training programs ‡ To decide if participants are behaving more effectively on the job and if that behavior is a result of the training ‡ To identify whether training contributed directly to the participants¶ improved job performance ‡ To identify learning from the course program that is actually being used in the work situation or to identify learning that is not-applicable to the work situation and should be eliminated .

Purpose & Uses of Training Evaluation/ Reasons for using Training Evaluation ‡ To find if training contributed to a more effective and efficient business organization ‡ To identify strengths and weaknesses in the training process and the reasons or causes of those strengths and weaknesses ‡ To find the cost/benefit ratio of a training program ‡ To decide who should participate in future training programs .

Purpose & Uses of Training Evaluation/ Reasons for using Training Evaluation ‡ To identify which participants benefited the most and which benefited the least from the course program ‡ To decide if the course program has both merit and worth ‡ To establish a database that can help management in making decisions .

Thank You .

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