Professional Documents
Culture Documents
EVALUATI
ON
ABC
This
Presentation
presentation will concisely discuss the
following issues related to Training
Objectives
Evaluation Process:
Definition of Training Evaluation
Benefits of Training Evaluation
Purposes of Training Evaluation
Steps of Training Evaluation:
STEP (1): Identifying Purposes of Evaluation
STEP (2): Selecting Evaluation Method
STEP (3): Designing Evaluation Tools
Kirkpatrick Four-Level Evaluation Model
(1959)
STEP (4): Collecting Data
STEP (5): Analyzing and Reporting Results
TRAINING EVALUATION BMHR503
(2)
Definition of Training
Training Evaluation involves assessment of
Evaluation
effectiveness
of
training
programs.
This
Assessment is done by collecting data on
1 Participants
2 Effectiveness
3 Participants
whether:
were satisfied
with the
training
program.
of
participants
skills is
enhanced.
are able to
apply new
skills at their
workplace.
Training
Management
Cycle
Benefits of Training
Ensuring accountability.
Evaluation
(Training
programs
comply
with
competency gaps)
Determining
weaknesses.
the
programs
strengths
Purposes of Training
1)
Evaluation
Feedback
and
2)
Research
3) Control
4) Power
Games
5)
Interventio
n
are
Steps
of Training
STEP 1:
Evaluation
Why
Why do
do
we
we want
want
to
to
evaluate
evaluate
training
training
program
program
s?
s?
Many
Many
available
available
methods
methods
and
and the
the
most
most
famous
famous
one
one is
is
Kirkpatri
Kirkpatri
cks
cks fourfourlevel
level
Method.
Method.
Qualitati
Qualitati
ve
ve
or
or
Quantitat
Quantitat
ive
ive Tools?
Tools?
Who,
Who,
When,
When,
How
How to
to
collect
collect
data?
data?
Evaluati
Evaluati
on
on Data
Data
Analysis
Analysis
and
and
Reportin
Reportin
g.
g.
Steps of Training
Evaluation
STEP 1:
Why
Why do
do
we
we
want
want to
to
evaluat
evaluat
e
e
training
training
progra
progra
ms?
ms?
Steps of Training
Evaluation
STEP 1:
Many
Many
available
available
methods
methods
and
and the
the
most
most
famous
famous
one
one is
is
Kirkpatri
Kirkpatri
cks
cks fourfourlevel
level
Method.
Method.
Kirkpatrick
(1959)
CIPP Model
(1987)
IPO Model
(1990)
TVS Model
(1994)
1.
Reaction
1. Context
1. Input
1.
Situation
2.
Learning
2. Input
2. Process
3.
Behavior
3. Process
3. Output
2.
Interventi
on
3. Impact
4. Results
4. Product
4.
Outcomes
Goal-based
approach
System-based
approaches
4. Value
Steps of Training
Evaluation
STEP 1:
Level 1:
REACTION
Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)
Level 2:
Learning
Level 3:
Behavior
Level 4:
Results
Steps of Training
Evaluation
STEP 1:
Level 1:
Reaction
Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)
Level 2:
LEARNING
Level 3:
Behavior
Level 4:
Results
and knowledge
are assessed
again to measure
the effectiveness
of training
This phase consists
program.
of short tests and
Determining in
quizzes at regular
this phase if
intervals.
training has had
the desired effect
(9)
TRAINING EVALUATION BMHR5103
at individual
level
The phase where
instructions are
started.
Steps of Training
Evaluation
STEP 1:
Level 1:
Reaction
Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)
Level 2:
Learning
Level 3:
BEHAVIOR
Level 4:
Results
Steps of Training
Evaluation
STEP 1:
Level 1:
Reaction
Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)
Level 2:
Learning
Level 3:
Behavior
Level 4:
RESULTS
Steps of Training
Evaluation
STEP 1:
Level 1:
Reaction
Donald
Donald
Kirkpatric
Kirkpatric
ks
ks FourFourLevel
Level
Training
Training
Evaluatio
Evaluatio
n
n Model
Model
(1959)
(1959)
Level 2:
Learning
Level 5:
RoI (Return on
Investment)
1
How to
calculat
e Return
on
Investm
ent
(RoI)?
Progra
m
Benefit
Convert
s data
output
to cost
savings.
Calculate
cost of
quality.
Use
historical
training
costs.
Use
Level 3:
Behavior
Level 4:
Results
It measures return on
investment for a training
.program
Progra
m Costs
Net benefit
= Program benefits Program costs
Cost to
design
and
develop
Return
Return on
on Investment
Investment
the
(RoI)
=
Net
(RoI) = Net benefit
benefit
program.
Cost of
Program
Program
all
costs
costs
program
s
material
s.
TRAINING
EVALUATION BMHR5103 (12)
Steps of Training
Evaluation
STEP 1:
Designing
Designing
Qualitativ
Qualitativ
e
e
or
or
Quantitati
Quantitati
ve
ve or
or
Mixed
Mixed
Tools?
Tools?
Quantitative tools
(Surveys, questionnaires,
experiments)
SAMPLE INTERVIEW
SAMPLE QUESTIONNAIRE
Steps of Training
Evaluation
STEP 1:
WHO,
WHO,
WHEN,
WHEN,
HOW
HOW
to
to collect
collect
data?
data?
Qualitative Tools
Quantitative Tools
Interviews
Questionnaires
Introduction
Keep responses
Appreciation
anonymous.
Self introduction
Distribute
Purpose of interview
questionnaire forms
Interviewers Positive
in advance.
attitude
Explain purposes of
Face positively and
questionnaire and
respectively
how its information
interviewees.
will be used.
Smile and be
Allow enough time
friendly.
for completing
a
TRAINING EVALUATION
BMHR5103 (14)
Steps of Training
Evaluation
STEP 1:
Evaluatio
Evaluatio
1 Data Input
n
n Data
Data
Analysis
Analysis
Data
and
and
collected in
Reportin
Reportin
STEP 4 should
g.
g.
be entered
into a
computer
using:
MS EXCEL
or
SPSS.
Data
Analysis
Analysis
should be
simple and
limited to
necessary
data using:
Frequency
distributions
and average
statistics.
Data
Presenting
Data
collected in
STEP 4 should
be presented
using:
Figures.
Charts.
Steps of Training
Evaluation
STEP 1:
Evaluatio
Evaluatio
n
n Data
Data
Analysis
Analysis
and
and
Reportin
Reportin
g.
g.
Reporting Evaluation
Findings
1 Who needs
to know
what?
Primary users
Primary users
include:
Training
Program
director.
Funding
agency.
Decision
makers.
2 Evaluation
report outline
Evaluation simple
report should include:
Summary.
Program description.
Evaluation design and
methods.
Findings and results.
Recommendations.
Appendices.
TRAINING EVALUATION BMHR5103 (16)
THAN
K
YOU
TRAINING EVALUATION BMHR5103 (17)