evaluation of training activities class1

8/8/2019 Evaluation of Training Activities Class1

1/16


2/16

6 - 2

Introduction (continued)

Training effectivenessTraining effectiveness refers to the benefits that thecompany and the trainees receive from training.

Training outcomes or criteriaTraining outcomes or criteria refer to measures thatthe trainer and the company use to evaluate training

programs.

Training evaluationTraining evaluation refers to the process of collectingthe outcomes needed to determine if training iseffective.

Evaluation designEvaluation design refers to from whom, what, when,and how information needed for determining theeffectiveness of the training program will becollected.

12/17/2010


3/16

HRD Evaluation

HRD evaluation is defined as the systematic collection

of descriptive and judgmental information necessary

to make effective training decisions related to the

selection, adoption, value and modification of

various instructional activities.

12/17/2010 3


4/16

Definition

According to Hamblin (1970) defined

evaluation of training as:

Any attempt to obtain information

(feedback) on the effects of training

programme and to assess the value of

training in the light of that information for

improving further training.12/17/2010 4


5/16

Why???????

Determine whether a program is

accomplishing its objectives.

Identify the strengths and weaknesses of

HRD programs, which can lead to changes,as needed.

Determine the cost-benefit ratio of an

HRD programDecide who should participate in future

HRD programs

12/17/2010 5


6/16

Identify which participants benefited the

most or least from the organization.

Gather data to assist in marketing future

programsEstablish a database to assist management

in making decisions.

12/17/2010 6


7/16

12/17/2010

What can be evaluated

Remember 3 Ps

The PlanThe Process

The Product

7


8/16

Principles of Evaluation

1. Clarity

2. Objectivity

3. Reliability

4. Evaluation design and methodology

5. Product and not End Product

6. Evaluation Design to be Tailor Made

12/17/2010 8


9/16

Evaluation Process

Conduct a Needs Analysis

Plan and Execute the Evaluation

Choose an Evaluation Strategy

Develop Outcome Measures

Develop Measurable Learning Outcomes and

Analyze Transfer of Training

12/17/2010


10/16

Models of Training Evaluation

1. Kirkpatrick Four-level Approach

2. Kaufmans Five Levels

3. CIRO Approach

4. Philips Five Level ROI Framework

12/17/2010 10


11/16

6 - 11

Training Outcomes: KirkpatricksFour-Level Framework of Evaluation

Criteria

LevelLevel CriteriaCriteria Focus Focus

1 Reactions Trainee satisfaction

2 Learning Acquisition of knowledge, skills, attitudes, behavior

3 Behavior Improvement of behavior on the job

4 Results Business results achieved by trainees


12/16

6 - 12

Outcomes Used in Evaluating TrainingPrograms:

Cognitive Outcomes

Level 2 Skill-Based Outcomes

Level 2 &3

Affective Outcomes

Level 1,2 & 3

Results

Level 4Return on Investment

Level 5


13/16

6 - 13

How do you know if your outcomesare good?

Good training outcomes need to be:

Relevant

Reliable

Discriminate

Practical


14/16

Evaluation Strategy- characteristics

A good evaluation strategy sets up your entire

training evaluation structure.

It creates

the contents for you,

establishes consistency, and

helps replace distrust with confidence in you

and the outcomes in your report.12/17/2010 14


15/16

A good evaluation strategy drives the creation of

your policy, plans, and procedures, freeing you

from re-working your approaches with every

intervention. Every future evaluative effort is

derived from this strategy.

A good evaluation strategy focuses, directs, and

compels your training energies.12/17/2010 15


16/16

www.designfreebies.org

evaluation of training activities class1

Documents