PPT on implementing Kirkpatrickk Model
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This document discusses implementing an effectiveness measurement tool for training and development (T&D) programs using Microsoft Excel. It outlines Kirkpatrick's four-level model for evaluating T&D programs and describes a sample process using reaction, learning, and behavior forms to measure effectiveness at each stage. Key steps include collecting scores from participant reaction forms after training, learning forms one month post-training, and behavior forms from line managers. The tool calculates scores at each stage and marks programs as effective or ineffective based on pre-set thresholds. Screenshots demonstrate the tool's layout and color-coded results.
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PPT on implementing Kirkpatrickk Model
- 1. Research By: Shobitash Jamwal Implementing T&D Effectiveness Measurement Tool using MS EXCEL
- 2. What is Training & Development? Earlier training and development were considered two different activities where training focused more on the skills which are important for doing your current job while development was considered to imparting the skills which a person is going to use in both his personal and professional life.
- 3. Merger of Training & Development But currently this scenario has changed ultimately changing the direction of such program and merging both the ends Training & Development together into a single program which can be Individual Development Program or Management Development Program.
- 4. Why Training & Development ? It is seen an research that companies which do not provide T&D to their staff have employee turnover rate of around 29% annually, while companies who are providing T&D program for their employees it drops down to 17% annually. But in case of effective T&D this % further falls down to 8% only.
- 5. Why effective T&D Program? • It justifies the cost incurred in training and helps departments to avoid being the victim of cost-cutting in the next economic downturn. • It helps to select training methods allowing, from the range of classroom-based to e-learning. • It will help the managers with trained staff to be more efficient in the performance of their job duties and are likely to make less costly errors that can lead to decreased revenue. • Showing better ROI on training will also help to gain confidence for managers from the senior level management to improve the employee engagement.
- 6. Key Role Players in Effective T&D • Participant • Line Manager • Observer • Facilitator • HR manager
- 7. How it helps these Role Players? • To the Participant: 1) It will help increasing the productivity. 2) It will lead to better job satisfaction. 3) Will lead to higher job engagement. • To the Observer: 1) It helps observer maintain the environment of learning. 2) It helps observer to observe about effectiveness of the program.
- 8. Benefits to the Line Manager It will lead to increase: 1)Efficiency of your team. 2)Innovations in strategies and products. 3)Team’s risk management skills. 4)Job satisfaction as well as job participation. It will tend to decrease: 1)Employee turnover. 2)Lesser degree of error in tasks. 3)Amount of supervision required. 4)Less workplace conflicts.
- 9. Benefits to HR Manager It will tend to increase: 1)Retention rate due to higher job engagement. 2)Company image as a learning organization. 3)Ease of accessing performance of employee. 4)Developing harmonious relation between employees and management. It will tend to decrease: 1)Attrition. 2)Workplace conflicts.
- 10. Role Plan in T&D Process TNI Training Calendar Training Design Facilitation TNI Training Calendar Training design Feedback List of players •Line Manager •Participants •HR Manager List of players •HR Manager •Line Manager List of players •HR Manager •Trainer List of players •Participant •Trainer •Observer RolePlayersActivities • Assessing Appraisal forms • Pre Training questionnaire for participants • Topic of training is decided • Dates for training are decided. • Observing Pre-training questionnaire. • Deciding the topics of training. • Designing the type of training Feedback or form is filled by Participant Feedback Evaluation Facilitation List of players •Observer •Participants •Trainer • Facilitation process. • Observer observes whole training process Evaluation List of Players •Participant •Line Manager •HR Manager • Reaction form by Participant • Post Training questionnaire by participant(1 month after training) • Behavior Index by Line Manager • Applying evaluation tool
- 11. How can we measure ROI? ROI can be measured only in the case of tangible benefits but can’t be measured in the intangible benefits; in that case effectiveness is the only parameter which can be measured actually. ROI=(Benefits-Costs)/Costs •Costs involved are like the cost of facilitation, material cost, venue costs & loss of man-days. •Benefits can be increase in sales, increase in efficiency of the employees.
- 12. % ROI = (benefits / costs) x 100 This ROI once calculated can come out with three types of output levels: •When ROI is 100 %, this means organization has achieved break even i.e. benefits is equal to cost spent on training. •When ROI is greater than 100%, this means T&D was very effective and has produced more benefits as compared to the cost indulged in T&D program. •When ROI is lesser than 100%, this means T&D was not effective and there are areas of improvement.
- 13. Tool Used for Evaluation of T&D Effectiveness
- 14. About The Model Used Most of the big firms follow the Donald Kirkpatrickk’s model of training. Therefore, I would first like to discuss Kirkpatrickk’s model. Donald Kirkpatrickk’s model comprises of four stages : •Reaction:The first, stage called reaction deals with the immediate reaction of the employees who just have undergone a training program. •Learning: Subsequently follows the stage of learning, where any kind of changes pertaining to employee’s skills, knowledge and attitude are measured.
- 15. • Behavior: The third level is one where the application of whatever had been learnt through the program is measured. • Results: In this stage, the effectiveness of program is measured in terms that managers and executives can understand like increase in productivity, low defects, employee retention, decreased accidents, lower costs, etc.
- 16. Sample Process for MS Excel Training To know the effectiveness of training program by following Kirkpatrick's model we should follow these steps: •Get the reaction form filled by participants which can be done immediately after the training program. •After 1 month of T&D program participant are supposed to fill Learning form which can be made with the help of trainer to check learning index. •On the same time behavior form is to be filled by Line Manager.
- 17. Sample Process for MS Excel Training • For effective T&D program, score in Reaction form should be more than 3 • For effective T&D program, score in Learning index form should be greater than 20 • For effective T&D program, score in Behavior form should be greater than or equal to 25 • If all the three stages term T&D program effective than only the T&D program is meant effective.
- 18. Process of Entering Scores • Process of entering these scores will be done in the same period as the forms will be evaluated. • Checking effectiveness of any particular stage will be done by the tool devised for evaluation of T&D program based on MS Excel platform. • By making minor changes in the MS Excel based tool it can be used for any type of T&D program.
- 20. Important aspects about the Tool • Green Headers signify the major stages of tool. • Red Box signifies ineffective training. • Calculation in this case are already done with the help of formulas which can be changed according to the need. • Learning Index= ((Post training Score – Pre training Score)/ Pre training score) * 100 • Reaction Score= Net score in reaction form/ Total number of question in reaction form • Behavior Score= Total score in the behavior form • Result= If all the earlier three stages turn to be effective it results in Effective Training Program.
- 22. Any Queries?