Training Evaluation

IIPM
PRESENTATION
ON
‘TRAINING AND DEVELOPMENT’
‘EVELUATION OF TRAINING’
BY:-ABHISHEK SINGH
Training and development
In the field of human resource management, training and development is the
field concerned with organizational activity aimed at bettering the performance
of individuals and groups in organizational settings.
TRAINING:-
It is a learning process that involves the acquisition of knowledge, sharpening

of skills, concepts, rules, or changing of attitudes and behaviors to enhance the
performance of employees.
When to Evaluate?
Before, During, and After

Training
Why Evaluate?
Before Training
 Identify needs or problems.
 Identify specific job competencies to close gaps.
 Identify the type of evaluation needed.
During Development of Training
 Determine which staff should be the targets of training.
 Provide feedback to curriculum designers on content, methods, and materials.
 Determine if course delivery is consistent and follows curriculum specifications.

Why Evaluate?
After Training
 Note changes in participants’ attitudes and reactions to the course.
 Assess trainees’ mastery of knowledge.
 Assess trainees’ mastery of skills.
 Assess transfer of new knowledge and skills to the job.
 Measure whether or not performance gaps have begun to close.
 Measure relationship of training to agency goals and client outcomes.

Factors to Consider
 Purpose of training
 Cost of evaluation
 Centrality of subject matter to competent job performance
 Consequences of poorly developed/delivered training
 Number of staff to be reached
 Length of course
 Legal mandates, public and political pressures
 Agency goals
Model for Successful Training Course Evaluation
 Step 1: Identify the purposes of the evaluation.
 Step 2: Determine the levels of evaluation needed.
 Step 3: Develop an evaluation design.
 Step 4: Select or develop instruments.
 Step 5: Develop a data collection plan.
 Step 6: Pilot and revise instruments and procedures.
 Step 7: Collect evaluation data.
 Step 8: Analyze evaluation data.
 Step 9: Report results.
 Step 10: Provide feedback/disseminate results.

Benefits of Evaluation
 Improved quality of training activities
 Improved ability of the trainers to relate inputs to outputs
 Better discrimination of training activities between those that are worthy of

support and those that should be dropped
 Better integration of training offered and on-the job development
 Better co-operation between trainers and line-managers in the development of

staff
 Evidence of the contribution that training and development are making to the
organization
Purpose of Evaluation
 Feedback - on the effectiveness of the training activities
 Control - over the provision of training
 Intervention - into the organizational processes that affect training

What can be evaluated?
Remember 3 Ps
 The Plan
 The Process
 The Product
How to evaluate the Plan?
• Course Objectives
• Appropriate selection of participants
• Timeframe
• Teaching Methods
How to Evaluate the Process?
• Planning Vs. Implementation
• Appropriate participants
• Appropriate time
• Effective use of time
• teaching according to set objectives

Methods for Process Evaluation?
 Observation by the teacher him/herself
 Observation by other teachers
 Questionnaire completed by students
 Evaluation discussion by students
 Staff meetings
How to Evaluate the Product?
• Is only evaluation of the product sufficient?

• Time
• Ultimately all stages require evaluation in any case
• Triangulation technique
• Changes in effectiveness
• Impact Analysis
• Achieving Targets
• Attracting Resources
• Satisfying Interested Parties

Achieving Targets
• Level of variation in product
• Ability to cope with circumstances

Productivity
Processing Time • Time to reach job competency
Profit • levels of supervision required
Operating Cost • Frequency and costs of accidents
Rates of meeting
deadlines
Cost/Income ratio
% of tasks incorrectly
done

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IIPM

It is a learning process that involves the acquisition of knowledge, sharpening

Before, During, and After

 Identify needs or problems.

 Identify specific job competencies to close gaps.

 Identify the type of evaluation needed.

During Development of Training

 Determine which staff should be the targets of training.

 Provide feedback to curriculum designers on content, methods, and materials.

 Determine if course delivery is consistent and follows curriculum specifications.

 Note changes in participants’ attitudes and reactions to the course.

 Assess trainees’ mastery of knowledge.

 Assess trainees’ mastery of skills.

 Assess transfer of new knowledge and skills to the job.

 Measure whether or not performance gaps have begun to close.

 Measure relationship of training to agency goals and client outcomes.

 Centrality of subject matter to competent job performance

 Consequences of poorly developed/delivered training

 Number of staff to be reached

 Legal mandates, public and political pressures

 Step 1: Identify the purposes of the evaluation.

 Step 2: Determine the levels of evaluation needed.

 Step 3: Develop an evaluation design.

 Step 4: Select or develop instruments.

 Step 5: Develop a data collection plan.

 Step 6: Pilot and revise instruments and procedures.

 Step 7: Collect evaluation data.

 Step 8: Analyze evaluation data.

 Step 9: Report results.

 Step 10: Provide feedback/disseminate results.

 Improved ability of the trainers to relate inputs to outputs

 Better discrimination of training activities between those that are worthy of

 Better co-operation between trainers and line-managers in the development of

 Feedback - on the effectiveness of the training activities

 Control - over the provision of training

 Intervention - into the organizational processes that affect training

• Appropriate selection of participants

• Planning Vs. Implementation

• Effective use of time

• teaching according to set objectives

 Observation by the teacher him/herself

 Observation by other teachers

 Questionnaire completed by students

 Evaluation discussion by students

• Is only evaluation of the product sufficient?

• Ultimately all stages require evaluation in any case

• Satisfying Interested Parties

• Ability to cope with circumstances

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