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TRAINING

EVALUATI
ON
ABC

TRAINING EVALUATION BMHR5103 (1)

This
Presentation
presentation will concisely discuss the
following issues related to Training
Objectives
Evaluation Process:
Definition of Training Evaluation
Benefits of Training Evaluation
Purposes of Training Evaluation
Steps of Training Evaluation:
STEP (1): Identifying Purposes of Evaluation
STEP (2): Selecting Evaluation Method
STEP (3): Designing Evaluation Tools
Kirkpatrick Four-Level Evaluation Model
(1959)
STEP (4): Collecting Data
STEP (5): Analyzing and Reporting Results
TRAINING EVALUATION BMHR503

(2)

Definition of Training
Training Evaluation involves assessment of
Evaluation
effectiveness
of
training
programs.
This
Assessment is done by collecting data on
1 Participants
2 Effectiveness
3 Participants
whether:
were satisfied
with the
training
program.

of
participants
skills is
enhanced.

are able to
apply new
skills at their
workplace.

Training
Management
Cycle

TRAINING EVALUATION BMHR5103 (3)

Benefits of Training
Ensuring accountability.
Evaluation
(Training

programs

comply

with

competency gaps)

Matching training costs with desired outcomes.


(e.g., Improving employee behaviour)

Determining
weaknesses.

the

programs

strengths

Purposes of Training
1)
Evaluation
Feedback

and

(Does the program meet learning objectives?)

2)
Research
3) Control
4) Power
Games
5)
Interventio
n

program meet learning objectives?)


Giving feedback(Does
to the
candidates
by defining
objectives and linking these objectives to
learning outcomes.
Ascertaining relationship between acquired
knowledge,
transferring
knowledge
at
workplace, and training.
Controlling training program to ensure its
effectiveness.

Using evaluative data to manipulate them for


the top managements benefits.
Determining whether actual outcomes
aligned with expected outcomes.
TRAINING EVALUATION BMHR5103 (4)

are

Steps
of Training
STEP 1:
Evaluation

Why
Why do
do
we
we want
want
to
to
evaluate
evaluate
training
training
program
program
s?
s?

Many
Many
available
available
methods
methods
and
and the
the
most
most
famous
famous
one
one is
is
Kirkpatri
Kirkpatri
cks
cks fourfourlevel
level
Method.
Method.

Qualitati
Qualitati
ve
ve
or
or
Quantitat
Quantitat
ive
ive Tools?
Tools?

Who,
Who,
When,
When,
How
How to
to
collect
collect
data?
data?

Evaluati
Evaluati
on
on Data
Data
Analysis
Analysis
and
and
Reportin
Reportin
g.
g.

TRAINING EVALUATION BMHR5103 (5)

Steps of Training
Evaluation
STEP 1:

Why
Why do
do
we
we
want
want to
to
evaluat
evaluat
e
e
training
training
progra
progra
ms?
ms?

Learning from experience for future


improvement
Evaluation helps us to learn from experience of past
training programs.

Knowing different purposes of training


evaluation
Seeing how knowledge and skills learned in training are
put into practice.
Identifying strengths and weaknesses of training
Accountability issues
programs.
Evaluation increases accountability of implementing
agencies to concerned stakeholders.

Other related reasons


Comparing costs and benefits of a human resource
development program.
Deciding who should participate in future programs .
TRAINING EVALUATION BMHR5103 (6)

Steps of Training
Evaluation
STEP 1:

Many
Many
available
available
methods
methods
and
and the
the
most
most
famous
famous
one
one is
is
Kirkpatri
Kirkpatri
cks
cks fourfourlevel
level
Method.
Method.

Kirkpatrick
(1959)

CIPP Model
(1987)

IPO Model
(1990)

TVS Model
(1994)

1.
Reaction

1. Context

1. Input

1.
Situation

2.
Learning

2. Input

2. Process

3.
Behavior

3. Process

3. Output

2.
Interventi
on
3. Impact

4. Results

4. Product

4.
Outcomes

Goal-based
approach

System-based
approaches

4. Value

TRAINING EVALUATION BMHR5103 (7)

Steps of Training
Evaluation
STEP 1:

Level 1:
REACTION

Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)

Level 2:
Learning

Level 3:
Behavior

Level 4:
Results

Measuring how participants react to the training


program.
For measuring reaction, questions of surveys or
questionnaires like these should be considered:
Did the trainees feel that training was worth their
time?
What were the biggest strengths of training, and
the biggest weaknesses?
After gathering information, changes could be done
based on
the trainees feedback and suggestions.
TRAINING EVALUATION BMHR5103 (8)

Steps of Training
Evaluation
STEP 1:

Level 1:
Reaction

Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)

Level 2:
LEARNING

Level 3:
Behavior

Level 4:
Results

Measuring learning can be done through identifying


what evaluator wants to evaluate, (i.e., changes in
knowledge, skills, or attitudes).
BEFORE
DURING
AFTER
Learners
skills
Training
Training
Training
Learners skills
and knowledge
are assessed
before training
program.
Candidates are
unaware of the
objectives and
learning
outcomes of the
program.

and knowledge
are assessed
again to measure
the effectiveness
of training
This phase consists
program.
of short tests and

Determining in
quizzes at regular
this phase if
intervals.
training has had
the desired effect
(9)
TRAINING EVALUATION BMHR5103
at individual
level
The phase where
instructions are
started.

Steps of Training
Evaluation
STEP 1:

Level 1:
Reaction

Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)

Level 2:
Learning

Level 3:
BEHAVIOR

Level 4:
Results

Measuring the extent to which change in participants


behavior has occurred because of attending training
programs.

For measuring changes in behavior, questions like these


should be considered:
Did the trainees put any of their learning to use?
Are trainees able to teach their new knowledge,
skills, or attitudes to other people?
To make changes happen, these conditions are
necessary:
Trainees
- have the desire to change themselves.
should
- know what to do and how to do it.
- be trained in the right climate.
- be rewarded
for changing.
TRAINING EVALUATION BMHR5103 (10)

Steps of Training
Evaluation
STEP 1:

Level 1:
Reaction

Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)

Level 2:
Learning

Level 3:
Behavior

Level 4:
RESULTS

Measuring final results that occurred because


participants already have attended training program.
For measuring results, outcomes or final results that
are closely related to training program should be
considered such as:
Increased employee retention.
Higher morale.
Increased sales.
Higher quality ratings.
Increased customer satisfaction.
TRAINING EVALUATION BMHR5103 (11)

Steps of Training
Evaluation
STEP 1:

Level 1:
Reaction

Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)

Level 2:
Learning

Level 5:
RoI (Return on
Investment)
1

How to
calculat
e Return
on
Investm
ent
(RoI)?

Progra
m
Benefit
Convert
s data
output
to cost
savings.
Calculate
cost of
quality.
Use
historical
training
costs.
Use

Level 3:
Behavior

Level 4:
Results

It measures return on
investment for a training
.program

Progra
m Costs

Net benefit
= Program benefits Program costs

Cost to
design
and
develop
Return
Return on
on Investment
Investment
the
(RoI)
=
Net
(RoI) = Net benefit
benefit
program.
Cost of
Program
Program
all
costs
costs
program
s
material
s.
TRAINING
EVALUATION BMHR5103 (12)

Steps of Training
Evaluation
STEP 1:

Designing
Designing
Qualitativ
Qualitativ
e
e
or
or
Quantitati
Quantitati
ve
ve or
or
Mixed
Mixed
Tools?
Tools?

Evaluation tools can be selected


depending on purposes and methods of
evaluation.
Qualitative tools

Quantitative tools

(Interviews, case studies,


focus groups)

(Surveys, questionnaires,
experiments)

SAMPLE INTERVIEW

SAMPLE QUESTIONNAIRE

What did you enjoy most


about today?
What is the most valuable
thing you learned today
(knowledge or skills)?

The training met my


expectations.
Strongly Agree () Agree () Neutral ()
Disagree () Strongly Disagree ()

The trainer was


knowledgeable.
Strongly Agree () Agree () Neutral ()
Disagree () Strongly Disagree ()

TRAINING EVALUATION BMHR5103 (13)

Steps of Training
Evaluation
STEP 1:

WHO,
WHO,
WHEN,
WHEN,
HOW
HOW
to
to collect
collect
data?
data?

Qualitative Tools

Quantitative Tools

Interviews

Questionnaires

Guidelines for effective


interviews

Guidelines for effective


data collection of
questionnaires

Introduction
Keep responses
Appreciation
anonymous.
Self introduction
Distribute
Purpose of interview
questionnaire forms
Interviewers Positive
in advance.
attitude
Explain purposes of
Face positively and
questionnaire and
respectively
how its information
interviewees.
will be used.
Smile and be
Allow enough time
friendly.
for completing
a
TRAINING EVALUATION
BMHR5103 (14)

Steps of Training
Evaluation
STEP 1:

Analyzing Collected Data

Evaluatio
Evaluatio
1 Data Input
n
n Data
Data
Analysis
Analysis
Data
and
and
collected in
Reportin
Reportin
STEP 4 should
g.
g.
be entered
into a
computer
using:
MS EXCEL
or
SPSS.

Data
Analysis

Analysis
should be
simple and
limited to
necessary
data using:
Frequency
distributions
and average
statistics.

Data
Presenting

Data
collected in
STEP 4 should
be presented
using:
Figures.
Charts.

TRAINING EVALUATION BMHR5103 (15)

Steps of Training
Evaluation
STEP 1:

Evaluatio
Evaluatio
n
n Data
Data
Analysis
Analysis
and
and
Reportin
Reportin
g.
g.

Reporting Evaluation
Findings
1 Who needs
to know
what?
Primary users
Primary users
include:
Training
Program
director.
Funding
agency.
Decision
makers.

2 Evaluation
report outline
Evaluation simple
report should include:
Summary.
Program description.
Evaluation design and
methods.
Findings and results.
Recommendations.
Appendices.
TRAINING EVALUATION BMHR5103 (16)

THAN
K
YOU
TRAINING EVALUATION BMHR5103 (17)