Effectiveness evaluation of training program
- 1. Effectiveness Evaluation of Training Program 4/2/2016 1
- 2. Donald L Kirkpatrick's model 4/2/2016 2
- 3. REACTION • Thought and felt about the training. PARAMETERS Enjoy the training Trainer venue Relevance •Own needs •Organizational needs Training methods Trainer qualification Ease and comfort of experience Practicability Assessment methods Level of effort Application Communication and presentation style Breaks Motivates content Facility Recommended Materials administration Effective use of time 4/2/2016 3
- 4. Evaluation Reaction? Popular courses and Trainers Unmet training needs Clues to improve training Diagnose barriers 4/2/2016 4
- 5. Sample Reaction question • Do you like and enjoy the training? • Did you consider the training relevant? • Was it a good use of your time? 4/2/2016 5
- 6. Learning • Knowledge transfer occur. Increase in skill Increase in Knowledge Changes in attitude Parameters Trainee Learn – What intended to be taught? Trainee experience – What intended for them to experience? Trainee advancement or change – direction or area that was intended? 4/2/2016 6
- 7. Sample learning question • Did the trainees learn from the training program? • Did the trainee experience what was intended for them to experience? 4/2/2016 7
- 8. Job Impact - Behavior New Attitude New Knowledge New skills Work environment 4/2/2016 8
- 9. Behavior Manager view •Observe and asses new KSA •Competency and performance will be measure and analyze •Support application of learning Learner view Impact Evaluation focus (self report) •Training program=Job performance Feedback Improve: Training program Transfer of learning Future training needs Challenges Competency Rating Performance appraisal Behavioral changes 4/2/2016 9
- 10. Parameters KSA Training programme Workplace Noticeable and Measurable changes in Participants New KSA sustained Barriers for applying Factors (Workplace environment, Learning culture, On the Job support) 4/2/2016 10
- 11. Sample question behavior • Which job behavior or competencies are expected to change after the training programme? • What factors other than the training programme might influence changes to each job behavior? 4/2/2016 11
- 12. Results • Measure changes in business performance Measure include changes to Productivity/output rates Non compliance Sales volume Rate of accidents per year Employee turnover rates Number of sick days per month Customer satisfaction and retention rates Number of absence days per month Number of customer complaints Number of cancelled training days/sessions Wastage rates Recruitment costs Other factors: New competitors, legislative, environmental factor, Length, Type of training 4/2/2016 12
- 13. Return on Training Investment • Financial benefits gained from the training program (( – costs) / (costs)) * 100 = ROTI %Benefits Stakeholder’s assign value for benefits •Management costs •Developmental costs (Developer fees, Design, Printing) •Delivery costs(Facilitator fees, Venue, Learning Materials) •Attendance costs •Overheads •Supporting costs (OJT) •Equipment costs 4/2/2016 13
- 14. Evaluation Reaction Creating effective questions, Interviews or focus groups, Formal/ Informal verbal reaction (through meeting, PA), Written reports Learning Pre and post training questionnaire, Interview or observation, Online Behavior questionnaire, 360 degree evaluation (Managers, Peers, Sub-ordinates, Others) Results Questionnaire, Interviews Involving Managers and other stakeholders, Desk Research 4/2/2016 14