Training Cost

Training Cost
• Training Cost includes all training expenses which
includes the cost of training and benefits paid to an
employee during his course of training.
• Training Cost Per Employee
Eg.
Total Training Cost
________________ = Training Cost Per Employee
Number of Trainees
Importance of Training Cost
 Training Evaluation Process
• Conduct a need analysis
• Develop Measurable Learning
• Develop Outcome Measures
• Choose an Evaluation Strategies
• Plan to Execute the Evaluation
 Donald Kirkpatrick Model
(Evaluating Training Programs)
It has four levels of Training Evaluation:-
1. Reaction
2. Learning
3. Behaviour
4. Result
 Level 1 Evaluation – Reaction

• The objective for this level is straightforward, it evaluates how

individuals react to the training model by asking questions
that establishes the trainees’ thoughts. Questions will figure
out if the participant enjoyed their experience and if they
found the material in the program useful for their work. This
particular form of evaluation is typically referred to as a
“smile sheet.”
• As outlined by Kirkpatrick, each program needs to be
assessed at this level to help improve the model for future
use. On top of that, the participants’ responses is essential for
determining how invested they will be in learning the next
level. Even though an optimistic reaction does not ensure
learning, an unfavorable one definitely makes it less likely
that the user will pay attention to the training.
 Level 2 Evaluation – Learning

• Evaluating at this level is meant to gauge the level

participants have developed in expertise, knowledge, or
mindset. Exploration at this level is far more challenging and
time-consuming compared to level one.

• Techniques vary from informal to formal tests and self-

assessment to team assessment. If at all possible, individuals
take the test or evaluation prior to the training (pre-test) and
following training (post-test) to figure out how much the
participant comprehended.
 Level 3 Evaluation – Behaviour

• This level analyzes the differences in the participant’s

behavior at work after completing the program. Assessing
the change makes it possible to figure out if the knowledge,
mindset, or skills the program taught are being used the
workplace.
• For the majority of individuals this level offers the truest
evaluation of a program’s usefulness. Having said that,
testing at this level is challenging since it is generally
impossible to anticipate when a person will start to
properly utilize what they’ve learned from the program,
making it more difficult to determine when, how often, and
exactly how to evaluate a participant post-assessment.
• This level starts 3–6 months after training.
 Level 4 Evaluation – Results
• Commonly regarded as the primary goal of
the program, level four determines the overall
success of the training model by measuring
factors such as lowered spending, higher
returns on investments, improved quality of
products, less accidents in the workplace,
more efficient production times, and a higher
quantity of sales. All these are possible due to
training and result impact in quantifiable
manner.
 Elaboration of Techniques for Training
Evaluation Programs
• Various evaluation techniques are discussed in the context of evaluation steps:

1) reaction; 2) learning; 3) behavior; and 4) results.

• Reactions are best measured by using forms that are easy to tabulate, are
anonymous, encourage comments and are based on what you want to find out.
Reaction by participants can be used during the program to improve subsequent
sessions and can be supplemented by a program coordinator evaluation.

• Learning objectives can be defined through procedural guideposts. Learning can

be measured statistically by classroom performance and paper-and-pencil tests.

• Behavior evaluation must include: 1) systematic appraisal; 2) performance

appraisal; 3) statistical analysis; 4) post-training appraisal; and 5) control group.

• Results evaluation state training objectives in terms of desirable results using

comparison studies, experimental groups, questionnaires, participant data
collection and analysis, and productivity measurement.
Some other Techniques to Evaluate Training
END