training of trainers

This project is financed by the European Union

1 The project is implemented by a European Profiles S.A. led consortium

Evaluation of Training

By Senior Sort Term International Expert: Kyriakos DIMITRIOU

Place: UCCI Tashkent Training Centre

Ташкент - July 9, 2014

Training of Trainers



Evaluation

Generally speaking, evaluation is used to determine the degree to which program objectives are met through the procedures used.

If we want to define “evaluation in training” as a term, we could say that is a systematic procedure to give a “value” qualitative and quantitative in a training session, using concrete criteria and methodology.



The procedure

• What• When• (by) Whom

3 W

• HowH



Evaluation; “What”

Curriculum (content)

Way of delivery (methods, techniques)

Training facilitationDurationMaterial Usefulness

ImpactTrainerLearners (self-

evaluation)External factors

(facilities etc)General satisfaction



Evaluation; “When”

When the evaluation is taking place? The answer in this question is: During all phases of the training program Before (ex ante) During (on going) or interim (in the

middle) After (ex post)



Ex anteEx-ante evaluation enables analysis of the anticipated impacts of the planned programme. It’s a quite demanding process in comparison with on going and ex post evaluation.

oStructure of the activityoSequence of prioritieso Internal coherence and oExternal coherence



Ex-ante assesses

Ex-ante evaluation assesses whether the objectives are clear, coherent and adjusted to the situation, helps the realistic numeric quantification of these and defines indicators enabling the monitoring of implementation, as well as reporting on results achieved. Indicators relate to financial resources, physical attributes, results and impact.



On going / Ex post evaluationa) determine what the participants have learned

b) give the learners time to reflect on their learning

c) gather useful feedback in an organized manner, to help with future training planning

d) ensure learners’ follow-up (their training with relevant actions to apply, improve, develop and reinforce learning attained).



Evaluation; “By whom”

Who is responsible to evaluate?

Everyone has the right to evaluate any actor (participant). Usually:

Learners

Trainer

and

External evaluator (usually on behalf of beneficiaries, stakeholders)

INTERNAL



Evaluation; “How”Quite a lot of ways is the answer and by various means (techniques):Each “actor” evaluates othersSelf evaluation

Means: • Questionnaires• Interviews (personal, group)• Round tables, focus groups etc



Bloom's Taxonomy in evaluation• Benjamin S Bloom (1913-99) -USATaxonomy means “a set of classification principles”, or “a structure”. Bloom's Taxonomy model is in three parts, or “overlapping domains”. Bloom used rather academic language, but the meanings are simple to understand:• Cognitive domain (intellectual capability, ie.,

knowledge, or “think”)• Affective domain (feelings, emotions and behavior,

ie., attitude, or “feel”)• Psychomotor domain (manual and physical skills,

ie., skills, or “do”)



Simplification /1

Cognitive (knowledge)

1. Recall data

2. Understand

3. Apply (use)

4. Analyse (structure/elements)

5. Synthesize (create/build)

6. Evaluate (assess, judge in relational terms)



Simplification /2

Affective (attitude)

1. Receive (awareness)

2. Respond (react)

3. Value (understand and act)

4. Organise personal value system

5. Internalize value system (adopt behavior)



Simplification /3

Psychomotor (skills)

1. Imitation (copy)

2. Manipulation (follow instructions)

3. Develop Precision

4. Articulation (combine, integrate related skills)

5. Naturalization (automate, become expert)



Evaluating Training Programs: Kirkpatrick's 4 Levels

The most widely used and popular model for the evaluation of training programs is known as "The Four Levels of Learning Evaluation" The model was created by Donald L. Kirkpatrick in a series of articles that appeared in the US Training and Development Journal. Kirkpatrick redefined the evaluation model with his 1998 book "Evaluating Training Programs: The Four Levels."



Level 1: Reaction

• Level 1: Reaction

Kirkpatrick refers to Level one as a measure of customer (learner) satisfaction.

Most of the forms that people fill out at the end of a training or a similar (coaching, mentoring) activity are instruments for measuring Level 1.



• Level 2: Learning

Kirkpatrick defines learning as the extent to which participants change attitudes, increase knowledge, and/or increase skill as a result of attending a program.• Level 3: Behaviour

Level three can be defined as the extent to which a change in behaviour has occurred because someone attended a training program



Level 4: Results

This involves measuring the final results that occurred because a person attended a training session. This can include increased production, improved work quality, reduced turnover, etc.

Level four can be difficult because you must determine what final results occurred because of attendance and participation in a training program



Evaluation has a meaning when

Is a procedure to collect valid, reliable and useful information and data

Extend in explaining of the resultsIs combined with feedbackIs not only quantitative Its results are used by appropriate persons

in terms of improvement

training of trainers

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