Paper 7 – Training Measurement & Evaluation covered chapter 9 of Blanchard and Chapter 10 of

Agochiya.

Paper 7

In your organization, they would have conducted a training program for the newly
joined middle-level managers. To evaluate the outcome of the training conducted
which model of the evaluation was being used. Elaborate this in details covering
all three stages

To determine how well the training met or is meeting its goals , it is necessary to
measure various outcome measures.the four outcome measures that are
probabaly the best known are reaction ,learning, behavior,and organizational
results.

Reaction outcome first and will influence how much can be learned.

Learning outcome influence how much behavior can change back on the job.

Behavior outcomes are changes of the behavior on yhe job that will influence
organizational results.

Organization results are the change sin organizational outcomes related to the
reason for training in first place such as high grievances rate,low productivity.

Reaction outcomes are the measure of trainees perceptions, emotions , and

subjective evolutions of training experience .they represent the first level of
evolution and are important because favourable reaction create motivation to
learn.

Learning outcomes are majored by how well the leraning objectives of and
purpose were achieved. The learning objectives of trainnes that were developed
in the design phase specify the time of outcomes that will signify that training ha
been successful. The need analysis is actually the pretest a similar major at
theend of training will show the game in learning.
Job behavior outcomes are measure of degree to which the learnt behavior has
been transferred to job.

The degree to which job behavior improves place a cap on how much the training
ewill improve organisatioal results.

Organizational results occupy the highest level of hierarchary . they reflect the
organization perfomance gap in the TNA here are such examples . high level of
scraps are being produced employees are quitting in record numbers.

ORGANISTAIONAL RESULTS External environment of

the organistion like
economy ,employment
perfomance

Job behavior Transfer of training

motivational force in the

job setting .

Learning trainee residence for the

course motivation to
trainers behavior

Reaction perceived math between

trainee, expectation and

what training provided
For a training programme conducted for a group of 40 trainees in your company
(supervisors or managers or workers, or trainers, or technicians) whichever is
relevant to your field of work). Identify the following for calculating ROI of that
program.
i) Levels
ii) Strategies
iii) Techniques
iv) Statistical/Analytical methods: you propose to make use for analyzing the data
 Return on investment (ROI) is the investment minus cost

Training ROI = (Total saving resulting from training – cost of training)

Traininng ROI Ratio = (Total savings - cost of training )/cost of training

To translate that ratio to a percentage

Costs of Grievanances Pretraining Posttraining

Management Time 10 h x 63 grievances= 10h x 8 grievanances =

(for those going to third 630h 80h
step)
10h per grievanances
Union’s rep’s time 7.65 x 63 grivanances = 7.65 x 8 grievances = 60
(paid by management) 472h h
7.5h
Per grievanances
Total cost
Management time 630 x $50 per h = 80h x $50 per h = $4000
$31,500
Union Rep’ss time 472 x $25 per h = 60h x $25perh = $1500
$11,812.50
Total 43,312.50$ $5,500.00
Cost saving $ 43,312.50 - $5,500 = $37,812.50
Reduction in cost of grievanances
going to third step
Cost of training -$32,430.00
Cost saving for 1st year $5,382.50

Return on investment 5382.5/32430=0.166

0.166*100=16.6%
ROI