Training EVALUATION

What is
The process of appraising something carefully to determine its value. In HRD, it means judging the WORTH of planned learning experiences.

Purpose of
1. To contribute to decisions about program installation 2. To contribute to decisions about program continuation, expansion or Cerfification 3. To contribute to decisions about program modification 4. To obtain evidence to rally support the program 5. To obtain evidence to rally opposition to a program. 6. To identify the impact of training interventions on individual and organizational effectiveness.

The

of training is LEARNING

that leads and

to improved individual organizational effectiveness.

1. Evaluation design and plans 2. Evaluation Instruments 3. Evaluation findings, conclusions and recommendations 4. Evaluation process 5. Evaluation feedback

Eaction Earning Ehavior Esults / Productivity Ottomline

LEVEL I : EVALUATING PARTICIPANTS REACTION

PURPOSE
Help ensure against decisions based on comments of a few very satisfied or disgruntled participants. Gauge initial reception of participants which provides a good atmosphere for learning the material.

DEFINITION
REACTION refers to the mental and emotional response of the participant to the training program, which may include response to the subject matter content and method, materials, trainer, instruction and facilities.

LEVEL I : EVALUATING PARTICIPANTS REACTION

METHOD
Survey Observation

DATA GATHERING TOOLS

Questionnaire (Post Course Evaluation) Observation Checklist Interview Climate Barometer

LEVEL II : EVALUATING PARTICIPANTS LEARNING

PURPOSE
To provide objective and quantifiable indicators of how the participants understood and absorbed the materials taught.

DEFINITION
LEARNING refers to change in participants knowledge, skills and attitude.

LEVEL II : EVALUATING PARTICIPANTS LEARNING

METHOD
Experimental and Quasi Experimental

DATA GATHERING TOOLS

Paper and Pencil test Skills test Observation Demonstration Problem Discussion Role Play

LEVEL III : EVALUATION OF PARTICIPANTS APPLICATION OF LEARNING (BEHAVIOR CHANGE)

PURPOSE
Gauge how learnings are translated to improvement in job performance.

DEFINITION
APPLICATION OF LEARNING or BEHAVIOR CHANGE refer to the difference in work habits and methods the participant displays upon going back to his workplace.

LEVEL III : EVALUATION OF PARTICIPANTS APPLICATION OF LEARNING (BEHAVIOR CHANGE) METHOD

Experimental and Quasi Experimental Observation Correlation

DATA GATHERING TOOLS

Questionnaire Observation checklist Interview Records, reports, statistics

LEVEL IV : EVALUATION OF TRAINING RESULTS

PURPOSE
Defend the programs continuation / value to the organization.

DEFINITION
RESULT or IMPACT refers to the extent that training has contributed to the organizations performance.

LEVEL IV : EVALUATION OF TRAINING RESULTS

METHOD
Experimental and Quasi Experimental Correlation Personal or client assessment

DATA GATHERING TOOLS

Questionnaire Observation checklist Interview Records, reports, statistics