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Implementation and Evaluation of training program

Evaluation Objectives
• Companies are investing millions of dollars in training programs to help gain a competitive advantage • Training investment is increasing because learning creates knowledge which differentiates between those companies and employees who are successful and those who are not • To draw a SWOT analysis of the training process • To access if the content, organization and administration of the program has been effective.

Evaluation Objectives
• To determine the degree of success in achieving the program objectives • To prepare a cost benefit of the training programme • To determine whether the program was the appropriate solution for the problems identified. • To identify who benefited most from the training. • To compare the cost and benefit of different training programs and to choose the best program.

Training Evaluation
Training effectiveness refers to the benefits that the company and the trainees receive from the training program Training evaluation refers to the process of collecting the outcomes needed to determine whether training is effective. Evaluation design refers to the collection of information that will be used to determine the effectiveness of the training program

Training Evaluation
Formative evaluation – evaluation conducted to improve the training process. Formative evaluation refers to the evaluation that takes place during the program design and development. Advantage of formative evaluation • The training program is well organized and runs smoothly • Trainees learn and are satisfied with the program

Training Evaluation
Summative evaluation refers to the evaluation conducted to determine the extend to which trainees have changed as a result of participating in the training program. This also includes measuring the monetary benefits from the training program.

Evaluation Process The Evaluation Process
Conduct a Needs Analysis Develop Measurable Learning Outcomes

Develop Outcome Measures

Choose an Evaluation Strategy

Plan and Execute the Evaluation

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Types of Evaluation Instruments
Date gathering instruments administrated at different stages of training is called an evaluation instrument. • Questionnaire or survey • Interview • Test • Observation of participants

Don Kirkpatrick’s Level of Evaluation
The four-level model was developed by Donald Kirkpatrick (1998). In Kirkpatrick's four-level model, the focus is four levels (Reaction, Learning, Behavior, and Results), which represent a sequence of ways to evaluate training. Each successive evaluation level is built on information provided by the lower level.

Don Kirkpatrick’s Level of Evaluation
Situation Driven of Different Perspectives
Level Four

Purpose of Evaluation The purpose for evaluation is to Level Three determine the effectiveness of a training program. According to this model, evaluation should Level Two always begin with level one, and then, as time and budget allows, should move sequentially through One Level levels two, three, and four. Information from each prior level serves as a base for the next level's evaluation

Results

Behavior

Learning

Reaction
Kirkpatrick (1998)

Reaction-what they thought and felt about the training
Level 1: Reaction
How well did participants like the training program? In other words, the participants' opinions about the training, processes, and results. Some recommended data to capture on Level 1 instruments are: • Relevance of training to job • Recommendation of training to others • Importance of information received • Intention to use skills/knowledge acquired

Learning- the resulting increase in knowledge or capability
What knowledge (principles, facts, and techniques) did the participants gain from the training program? That is, the degree to which learning actually took place. Level 2 : LEARNING Learning can be measured informally with self-assessments, team assessments, or facilitator assessments, or formally with objective tests, performance testing, or simulations. Learning self-assessments may ask participants to rate the following items: • Understanding of the skills/knowledge acquired • Ability to use the skills/knowledge acquired • Confidence in the use of skills/knowledge acquired

Behavior-extent of behavior and capability improvement and
implementation/application What positive changes in the participants' job performance could be attributed to the training program? This is the link between learning and workplace performance. Level 3 : BEHAVIOR This level measures changes in on-the-job behaviour while the training is applied or implemented. This information often is collected through a follow-up survey or questionnaire. Key questions asked concern: • the importance of the skills/knowledge hack on the job • the frequency of use of the new skills/knowledge • the effectiveness of the skills/knowledge when applied on the job

Result-the effects on the business or environment resulting from
the trainee's performance
What was the impact of the training program on the performance of the organization? Level 4 : BUSINESS IMPACT ( Result) At this level the actual business results of the training program are identified. A paper-based or automated follow-up questionnaire can be used to gather this data. Depending on the training programs' performance and business objectives, data may be gathered on the following: • productivity level • quality • cost control • sales revenue

Return on Investment
Return on Investment ( ROI) is comparison between the training’s monetary benefits and the cost of the training. Type of training cost Direct Cost- includes salaries of employees involved in the training, instructor, consultants, employees who design the training program, program material etc. Indirect Cost- include general office supplies, facilities, equipment etc.

Benefit: value that the company gains from a training program

Return on Investment
Calculation of ROI through cost- benefit analysis Cost= Direct cost + Indirect cost + development cost of the training program Benefit• Identify outcome(s) (e.g., quality, accidents) • Place a value on the outcome(s) • Determine the change in performance after eliminating other potential influences on training results. • Obtain an annual amount of benefits (operational results) from training by comparing results after training to results before training (in dollars) ROI= Return/ Investment

Training Implementation
The implementation stage is when the training program is put into practice. This stage is divided into 2 steps. 1) Administrative arrangement stage- This stage starts with making and communicating the details of the program and ends with recording the details after completion. 2) Carrying out the training stage- This is the central aspect of delivering the program. Implementation of training requires facilities, training sites, logistical arrangements, physical arrangements, equipment, material etc.

Training Implementation
Physical arrangements include: a) Choosing the venue- On-site, off- site b) Room Layout-U-shaped, Conference table, Theatre-style, Traditional classroom etc. c) Controlling the Physical Environment. Implementation phase- Dry run/ Pilot training Dry run- Some potential trainers are chosen and their feedback obtained on the usefulness of training Pilot Training- Pilot Training is the first full-blown training program that is presented to the trainees.