roi of training 02

8/8/2019 ROI Of Training 02

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Session 3

Evaluation Approach


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1. Reaction,

Satisfaction

2. Learning

3. Transfer/application4. Business Impact

5. Return on

Investment

6. Intangibles


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Element Description

1. Reaction Happiness with learning interventions

2. Learning Changes in knowledge, skills and attitudes

3. Application and

implementation

Changes in on the job behaviors over time

(competence)

4. Business Impact Changes in impact variables

5. ROI Intervention benefits in relation to cost

Intangibles Intervention benefits in relation to policy

and/or strategic direction and related factors


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Skills to master:

Ability to define a planning framework for

each level: Reaction

Learning

Transfer/application

Business

Ability to work from the business level to the

reaction level


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Level Need ProgramObjective

EvaluationStrategy

Metric

1

2

3

4

5


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Training Need Program

Objectives

Evaluation

Approach

Level

Business need Impactobjectives

Business impact Level 4

Job performance

needs

Application

objectives

Transfer and

application

Level 3

Competence

needs

(Skills;

knowledge;

attitudes)

Learning

objectives

Learning and

competence

testing

Level 2

Preferences Satisfaction

objectives

Reaction Level 1


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Objectives

Evaluation

Approach

Level



Job performance

needs

Application

objectives

Transfer and

application

Level 3

Competence

needs

(Skills;

knowledge;

attitudes)

Learning

objectives

Learning and

competence

testing

Level 2


objectives

Reaction Level 1


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Objectives

Evaluation

Approach

Level



Job performance

needs

Application

objectives

Transfer and

application

Level 3

Competence

needs

(Skills;

knowledge;

attitudes)

Learning

objectives

Learning and

competence

testing

Level 2


objectives

Reaction Level 1


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Cognitive Affective Psychomotor

Recall Awareness Imitation - copy

Understanding Respond Manipulation follow

instructions

Application Value (understand and

act)

Develop precision

Analysis Organize personal

value system - talk

Articulation combine

and relate related skills

Synthesize Internalize personal

value system - walk

Naturalization -

automate

Evaluate


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Objectives

Evaluation

Approach

Level

Business need Impactobjectives Business impact Level 4

Job performance

needs

Application

objectives

Transfer and

application

Level 3

Competence

needs

(Skills;

knowledge;

attitudes)

Learning

objectives

Learning and

competence

testing

Level 2


objectives

Reaction Level 1


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Disagree Agree

1 2 3 4 5 6

The content was relevant for

what I required

The manual followed the

lectures logically

The presentation material

was of a high quality

Presentations were

interesting and engaging

The lecturer know the

material

The lecturer knows the

subject well

The lecturer was well

prepared

The venue was conducive to

learning

The food was of anacceptable standard


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Wissan Motor Manufacturing Company has been rated as a very top

quality, highly productive automobile manufacturer. Wissan relates

much of its success on four major areas: reliable systems, problem

resolution, follow-up, and continuous improvement through

learning.

One of the successful learning programs is on shop-floor supervision

where teams and team leaders are taught how to:

Plan as a team Conduct team review meetings

Have performance discussions

Implement shop floor disciplinary code


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The program is designed to improve quality, reduce costs, improvedelivery, and improve safety. Delivery is defined as the percent of

daily production schedule met.

Questions for discussion

At what level could this program be evaluated? How?

What are the highest level measures?


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In response to increased claims of sexual harassment, the

Department of Indiscreet Affairs, a large federal agency,

developed a one-day sexual harassment workshop for

supervisors and managers. After the workshop, supervisors

were expected to meet with their employees and discuss

the issues with them.


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After attending this workshop, participants should be able to:

Understand, interpret, and enforce the agencys sexual harassment

policy.

Identify comments, actions, and behavior that might constitute

sexual harassment. Reduce the number of complaints regarding sexual harassment.

Communicate to employees the policy and expected behavior.

Questions for discussion:

At what levels could you evaluate this program? Please explain.

How would you evaluate at Levels 2, 3, and 4?


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BrickworksMD

Company

Secretary Finance Marketing

Production

SectionManager

Team 1 -Foreman

Generalworkers x8

Team 2Foreman

Generalworkers x8

Team 3Foreman

Generalworkers x8


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Decision Tree 1:

Their systems are manual

and

procurement/production

planning is not possible

Can this be

solved

through

training?

Decide type of training

and proceed to DecisionTree 2


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Decision Tree 1:

Foreman dont know how

to conduct proper

production planning and

monitoring meetings

Can this be

solved

through

training?

Decide type of training

and proceed to DecisionTree 2


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Decision Tree 2:

The basic business need is

to raise improve profits

False/True

Decide what metric will

you use to show the value

of an increase in

production


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Decision Tree 2:

The basic business need is

to raise production

False/True

Decide what metric will

you use to show the value

of an increase in

production


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Level Need Program

Objective

Evaluation

Strategy

Metric

1

2

3

4

5


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roi of training 02

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