DAY 1: SESSION 7

Contents:

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 Training Evaluation Phase
• In this phase, training evaluation is discussed.
• Evaluation is a very important process for quality
improvement.
• Evaluation is usually done by the organiser and
facilitators should also share in its objective and
methods and contribute to an effective evaluation
especially in terms of assessing participants’
learning.
• The objective of evaluation, evaluation methods
and the Four levels of evaluation model is explained
and applied in this module.
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 Training Evaluation Phase
Objectives
• The objective of evaluation for facilitators is to obtain
feedback for improving the quality of session.
• For the organizer, the objectives are to compile
information for improving the whole course in terms of
design and way of coordinating.
• Evaluation is not simply picking up weak points of
facilitators or grading them.
• The organiser should clearly communicate to facilitators
that evaluation is utilized for identifying what can be
improved for the sake of achieving the training quality
desired.

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 Training Evaluation Phase
Evaluation Methods
 Four Levels of Evaluation

• Level-1 and 2 can be evaluated right after the training course in

classroom, while Level-3 and 4 can be evaluated in participants’ work
places over a period of time.
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 Training Evaluation Phase
Evaluation Methods
 Four Levels of Evaluation
• Level-1: Reaction --- Reaction of participants can be
evaluated during or right after the programme. It is to
evaluate participants’ impressions, feelings, satisfaction
levels, etc.
• Level-2: Learning --- Second step is to evaluate what extent
has participants learned in terms of KSA. This can be
identified by comparing before and after the training.
• Level-3: Behaviour --- The third step is to evaluate what
extent has participants’ behaviour changed. This can be
evaluated at their workplaces.
• Level-4: Result --- The last step is to evaluate what extent
has training given impact on workplace as a final output.
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 Training Evaluation Phase
Evaluation Methods
 Timing Of Evaluation:
Evaluation can be categorized into 4 in the view point of
timing as below:
Pre-course evaluation
In-course evaluation
End-course evaluation
Impact survey

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 Training Evaluation Phase
Evaluation Methods
 Target of evaluation:
After all steps of evaluation, all the information will be
analyzed and evaluate training course in
the elements indicated below.
 Quality of Programme Design
 Quality of learning resources
 Quality of training delivery

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 Training Evaluation Phase
Evaluating Participants’ Readiness (Level-0)
• Readiness Evaluation is conducted before the
course implementation.
• The purpose of Readiness Evaluation is to identify
the expectation of participants and to promote the
preparation of participants towards the course.
• This level of evaluation can be conducted through
the Pre-Course Evaluation.
• The evaluation results are shared in the
facilitators’ meeting or related meeting and
utilized by facilitators to modify the sessions.
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 Training Evaluation Phase
Evaluating Participants’ Reaction (Level-1)
• Reaction Evaluation is conducted during and at the
end of the course (In-Course Evaluation and End-
Course Evaluation).
• The purpose of Reaction evaluation is to assess
participants’ satisfaction on courses and relevance of
courses to the needs of participants.
• Information for evaluation can be gathered by
following methods:
 Class discussion
 Focus group interview
 Individual interview
 Questionnaire

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 Training Evaluation Phase
Evaluating Participants’ Reaction (Level-1)
Comparison of Methods
Method Advantages
Class Effective to obtain general idea.
discussion Two way communication.
Can validate the answers.
Focus group Effective to obtain ideas on specific
interview areas.
Can validate the answers.
Individual Effective to obtain detail information.
interview Can validate the answers.
Questionnaire Less time for conduction
Effective to obtain information
equally from all the participants.
Effective to obtain quantitative
data.
LGED DIMAPPP (LGED PART)
Disadvantages
Some participants do not contribute.
Difficult to sort personal opinions and
general opinions.
Facilitation affects discussion
Difficult to sort personal opinions and
group opinions.
Facilitation affects discussion
Some people hesitate to provide
honest feedback.
Interviewer affects discussion
Take time
Difficult to develop
Difficult to obtain detail information.
Difficult to interpret and validate the
answers gathered.
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 Training Evaluation Phase
Evaluating Participants’ Learning (Level-2)
• The purpose of the Learning Evaluation is to assess
whether participants have improved their KSA
(Knowledge, Skill and Attitude) through the course.
• Learning Evaluation is conducted during and at the end
of the course (In-Course Evaluation and End-Course
Evaluation).
 Pre-test, Post-test
• This is a simple way to evaluate learning by comparing
the levels of participants before and after the training.
• To check the level of knowledge, you can give the
same test before and after the training and compare
the results.
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 Training Evaluation Phase
Evaluating Participants’ Learning (Level-2)
 Questions
• Questions are posed by facilitators occasionally or at the end of
the session in order to identify the level of understanding by
participants.
 Demonstrations
• For evaluating skills obtained in the session, demonstrations are
the best way.
• Facilitators can instruct and demonstrate what they learned in a
role play or any other format.
 Questionnaires
• Questionnaires that ask about the level of knowledge to
participants themselves are also effective.
• The advantage of this method is that you can gather quantitative
data. The disadvantage however is that the response would not
be 100% trusted.

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 Training Evaluation Phase
Evaluating Participants’ Behaviour (Level-3)
• Behavior Evaluation is conducted about within 3
months after the course.
• The purpose of Behavior Evaluation is to assess
whether participants continue to utilize the KSA
learned in the course and whether their work
performance has improved.
• This level of evaluation can be conducted through the
Impact Survey.
• There are various methods for this evaluation such as
observation of workplace, interviews/questionnaires
to the participants, their colleagues and bosses, focus
group discussion etc.
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 Training Evaluation Phase
Evaluating the Results (Level-4)
• Result Evaluation is conducted 3 to 6 month after
the course.
• The purpose of Result Evaluation is to assess
whether the institutions which sends participants
to the course benefit from the training course.
• The evaluation results are shared in the
facilitators’ meeting which is conducted within a
month after the impact survey to discuss how to
improve the next course implementation.

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 Training Evaluation Phase
Accept Feedback from Participants
• Evaluation is important for upgrading facilitators’
skills and for improving the training course as a
whole.
• After the course, facilitators receive feedback from
the participants. Accept both positive and
negative feedback.
• Facilitators reconfirm their strength by positive
feedback and understand points to be improved by
negative feedback.

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