hrd preseentation

8/8/2019 HRD PRESEENTATION

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PRESENTED BY

ABDUL NIYASUDEN

MUHAMAD SHAFI

DHANYA S M

STRATEGY FOR TRAINING

EVALUATION


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Evaluation is the process by which trainingprofessionals can collect, analyze and present

the information needed in order to prove the

business value of any training which has beendelivered within their organization. Evaluation

is concerned with collecting and presenting

appropriate information in order to prove therelationship between training activity and

benefits to the business.

Introduction


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1. It is a process of establishing a worth

of something.

2.The worth, which means the value,

merit or excellence of the thing.

What is evaluation.????


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a.To define training evaluation

b. To discuss the purpose of training

evaluation

c. To Identify different types of training

evaluation

d. To review and critique training evaluation

tools

OBJECTIVES


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Feedback - on the effectiveness of the

training activities

Control - over the provision of training

Intervention - into the organizational

processes that affect training

Purpose of evaluation


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Improved quality of training activities

Improved ability of the trainers to relate inputs to outputs

Better discrimination of training activities.

Better integration of training offered and on-the job

development

Better co-operation between trainers and line-managers inthe development of staff

BENEFITS OFEVALUATION


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The size of the training investment

The likelihood that the training will be

repeated

The criticality of the training to the business

The newness of the training methods used.

SCOPE OF TRAININGEVALUATION


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Kirkpatrick Model (1979)

Levels/Impact of evaluation.


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It is concerned with the measurement of peoples immediateattitudes to the training provided:

1. Was it useful and relevant?

2.Did they feel comfortable with it?

3.Did it cover what was planned?

Eg: Happy sheet(feed back)

1.REACTIONS


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is concerned with measuring the learning achieved asa result of the training:

1.What can participants do, that they could not do

previously?2.What do participants know, that they did not know

previously?

3.What perception or understanding have participants

gained, that they did not have previously?

Eg: Questionnaires, quizzes, and practical tests tocheck for any change in knowledge, skill or attitude areuseful at this level.

2.LEARNING


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is concerned with measuring how actual workplaceperformance has changed as a result of the training:

1.To what extent has learning been transferred toworkplace performance?

2.To what extent has workplace performanceimproved as a result of learning?

3.BEHAVIOUR


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IT is concerned with measuring the extent to whichchanges in performance have contributed to improvedbusiness results of the more effective achievement ofbusiness objectives.

5.RETURN ON INVESTMENT

It is also important, since it provides a financial

value to the organization, of having delivered thetraining, i.e., a cost benefit ratio:

financial value of change or effect achieved cost ofachieving it x 100/1 = % return on investment.

4.RESULTS


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Conti..

LevelLevel CriteriaCriteria FocusFocus

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


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Evaluating the effects and results oftraining is notoriously difficult. Evaluation is

collected from our own experiences, which you

may find useful in planning what to evaluate,and how to go about doing it. Evaluation is

concerned with collecting and presentingappropriate information in order to prove the

relationship between training activity and

benefits to the business.

CONCLUSION


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THANK YOU

hrd preseentation

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