Beruflich Dokumente
Kultur Dokumente
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Activity 1
Write a report about the nature and purpose of evaluation, which explains :
Question 1
Answer
How evaluation differs from/ relates to : validation, assessment, monitoring and evaluation.
Measuring Training
What it means?
Effectiveness
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Question 2
Answer
L = Levels of Evaluation
-Return On Expectation
Level 4, 5 & 6
-budget allocations
-Customer satisfaction
-cost effectiveness
- Level 4 & 5
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Who? What do you want to know?
-Level 3
-training performance
-work of schedule
-budget of time
-Level 1 & 2
-Competencies gap
-customer satisfaction
- resolving complaints
-Level 4 & 6
-Level 1 & 2
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Question 3
Answer
When designing training programs, it must be taken to the point that expectations of the
training contribution to an overall business initiative are completely clear.
Learning professionals must ask the stakeholders questions to clarify and refine their
expectations on all four Kirkpatrick levels. This is a negotiation process in which the training
professional makes sure that the expectations are satisfying to the stakeholder, and realistic to
achieve with the resources available.
Once stakeholder expectations are clear, learning professionals then need to convert those
typically general wants into observable, measurable success outcomes by asking the question,
“What will success look like to you?” Those outcomes then become the Level 4 Results; the
targets to which you can sharply focus your collective efforts to accomplish return on
expectations.
Why cost ?
• To control cost
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• Improve productivity
3 What is the major problem this hotel Services and attitude problem.
have now?
Why most customer stayed at our Because the chamber maid supervisor that in
Deluxe Room keep complaining about charge the Deluxe Room had play disappointed
the toilet hygiene? role and action had been taken.
4 Is this business running very well this Yes, with profit margin.
year?
Based on the feedback and Most of the customers satisfied with the services
complaints report, what is your only sometimes when emergency happened,
opinion on customer satisfaction? they complaints on the hygiene services.
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Question 4
Answer
Level 1 Evaluation – Reactions Level one serves to be the gauge - it evaluates how
participants/trainees react to the training program or learning experience. It tests
waters by attempting to understand participants' perceptions - Did they like the training
program? Was the training material relevant? Was the method of delivery effective?
The reaction evaluation tools and methods used in this stage are feedback forms,
post-training surveys, questionnaires, which are quick and easy to gather, and non-
expensive to analyse. Often called a smilesheet, this type of evaluation, according to
Kirkpatrick, should be an inherent feature of every training program at the very first
level, for it offers ways in which a training program can be improved. Secondly it builds
the base for level two, as the participants' reactions serve as a pointer as to whether
learning is possible. Even though a positive reaction does not in effect guarantee
learning, a negative reaction to the training program reduces its chances significantly.
Advantages Disadvantages
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Level 2 Evaluation – Learning Level two measures the increase in knowledge - before
and after the training program. In order to do this, tests are conducted on participants
before training (pre test) and after training (post test).
At this stage, evaluation moves beyond participants’ reactions to the newly acquired
knowledge, skills, and attitude of the learners if any. What is important to note is that
this stage does not merely verify skills/knowledge learnt but the extent to which
participants have advanced with regards to new knowledge.
This stage calls for more rigorous procedures, ranging from formal to informal testing to
team assessment and self-assessment. The most common learning evaluation tools
are assessments or tests conducted before and after the training. Interviews,
observation are also not uncommon as they are simple to set up and specific.
(measuring tools : pen & paper test, observation, work sample, assignment/ project,
oral test, checklist, role play/ teach back, Lickert Test/ Attitude Test)
Advantages Disadvantages
Can gain new ASK Not visualize the real work presentation.
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Level 3 Evaluation - Transfer The third level assesses the change that has occurred
in participants' behavior due to the training program. At this stage, all evaluation
focuses on the core question - Are the newly acquired skills, knowledge, or attitude
being used by the learners in their everyday work arena?
Did the trainees use the relevant skills and knowledge? Was there significant and
measurable change in performance of the trainees when back to their jobs? Was the
transfer in behaviour retained? Would the trainee successfully be able to transfer
knowledge to someone else? Several trainers view this level as the most accurate
assessment of a training program's success.
However, this stage throws up questions like when, how often, and how to evaluate as
it is nearly impossible to predict when learners will exhibit their newly acquired skills and
behaviour. Hence, during level three, observation and interview over a period of time
are required to measure change, its relevance, and sustainability. Arbitrary, subjective
assessments are unreliable as people change differently at different times. Evaluation
in this area is challenging and is possible only through support and involvement of both
line managers and trainees.
Advantages Disadvantages
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Question 5
Answer
Level 1 Evaluation – Reactions Level one serves to be the gauge - it evaluates how
participants/trainees react to the training program or learning experience. It tests
waters by attempting to understand participants' perceptions - Did they like the training
program? Was the training material relevant? Was the method of delivery effective?
The reaction evaluation tools and methods used in this stage are feedback forms,
post-training surveys, questionnaires, which are quick and easy to gather, and non-
expensive to analyse.
Course :
Date :
Organizer :
1 2 3 4 5
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Q1. Was the course objective achieved?
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
Q4. How do you rate the trainer’s ability in conducting this course?
1 2 3 4 5
1 2 3 4 5
Advantages Disadvantages
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Level 2 Evaluation – Learning Level two measures the increase in knowledge - before
and after the training program. In order to do this, tests are conducted on participants
before training (pre test) and after training (post test).
At this stage, evaluation moves beyond participants’ reactions to the newly acquired
knowledge, skills, and attitude of the learners if any. What is important to note is that
this stage does not merely verify skills/knowledge learnt but the extent to which
participants have advanced with regards to new knowledge.
This stage calls for more rigorous procedures, ranging from formal to informal testing to
team assessment and self-assessment.
The most common learning evaluation tools are assessments or tests conducted before
and after the training. Interviews, observation are also not uncommon as they are
simple to set up and specific.
(measuring tools : pen & paper test, observation, work sample, assignment/ project,
oral test, checklist, role play/ teach back, Lickert Test/ Attitude Test)
Advantages Disadvantages
Can gain new ASK Not visualize the real work presentation.
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Question (Test)
True / False
2. Do teamwork need high level understanding & cooperating among team members?
(True)
Can test a large body of material Difficult to construct questions that are
definitely true or false.
Easy to score
Prone to guessing.
a. Cooperation
a. Respect others
b. Leader centered
c. Mutual cooperation
d. Consensus
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3. What is the best statement explaining the teamwork?
5. The process of working collaborating with a group of people in order to achieve a goal
is called teamwork.
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Advantages Disadvantages
Level 3 Evaluation - Transfer The third level assesses the change that has occurred
in participants' behavior due to the training program. At this stage, all evaluation
focuses on the core question - Are the newly acquired skills, knowledge, or attitude
being used by the learners in their everyday work arena?
Did the trainees use the relevant skills and knowledge? Was there significant and
measurable change in performance of the trainees when back to their jobs? Was the
transfer in behaviour retained? Would the trainee successfully be able to transfer
knowledge to someone else? Several trainers view this level as the most accurate
assessment of a training program's success.
However, this stage throws up questions like when, how often, and how to evaluate as
it is nearly impossible to predict when learners will exhibit their newly acquired skills and
behaviour. Hence, during level three, observation and interview over a period of time
are required to measure change, its relevance, and sustainability. Arbitrary, subjective
assessments are unreliable as people change differently at different times.
Evaluation in this area is challenging and is possible only through support and
involvement of both line managers and trainees.
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PROCESS CHECKLIST CHANGING A LIGHT
BULB
PROCESS
ATTITUDE
2. Attention ti detail. 1 /3
SAFETY
/72
TOTAL MARKS
PERCENTAGE %
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PROCESS CHECKLIST CHANGING A LIGHT
BULB
Activity 2
Undetake evaluation of an L&D activity, using 2 evaluation tools you have designed yourself,
and analyse your findings. Devise an action plan for implementing at least 2 improvements to
the L&D activity, based on your evaluation, and agree this with relevant stakeholders,
Answer
Distribute to learner
Propose recommendation
Construct 10 questions
True / False
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2. Do teamwork need high level understanding & cooperating among team members?
(True)
a. Cooperation
a. Respect others
b. Leader centered
c. Mutual cooperation
d. Consensus
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Short Asnwer
11. The process of working collaborating with a group of people in order to achieve a goal
is called teamwork.
What went well : Only 1 trainee passed the test. Average score is 65%
What did not go well : 90% of trainees failed in the training test
median 70
mean 65
mode 70
standard
deviation 15.1
range 50
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Propose recommendation- survey feedback.
Checklist
Work
sample
Role play
Teach back
Attitude test
Assignment
Project/
assignment
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Second Evaluation Tools
PROCESS
ATTITUDE
4. Attention ti detail. 1 /3
SAFETY
/72
TOTAL MARKS
PERCENTAGE %
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PROCESS CHECKLIST CHANGING A
LIGHT BULB
Mazuki 80 80 0
Sharifah 70 80 10
Suria 40 80 40
Shereen 60 80 20
George 50 80 30
Rodney 90 80 +10
Mark 80 80 0
Lim 70 80 10
Azreen 90 80 +10
Mawi 80 80 0
median 75
mean 71
mode 80
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standard deviation 16.6
range 50
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THURSTONE SCALES ( TEAMWORK )
3. I will always motivate other team members to carrying out the task.
Scale :
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
3. I will always motivate other team members to carrying out the task.
Leadership
Benefit
Self confident
Environment
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Impact
Cost savings
Increased output
Time saving
Quality improvements
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