Defination of training and evaluation

Training evaluation involves assessment of

effectiveness of training programs. This
assessment is done by collecting data on
whether:
 Participants were satisfied with the training
program.
 Effectiveness of participant's skills is
enhanced.
 Participants are able to apply new skills at
their workplace.
Reasons for evaluating training
 Companies are investing millions of dollars
in training programs. So, it must be judged
that how far the training program has been
useful.
 To identify program’s strength and
weaknesses
 To assess whether content, organization
and administration of the program
contribute to learning and the use of
training content on the job.
 To identify which trainees benefitted
most or least from the program.
 To determine the financial benefits and
costs of the program.
 To compare the costs and benefits of
training versus non training investments.
 To compare the costs and benefits of
different training programs to choose the
best program.
Purposes of training
evaluation
1) Feedback- linking learning outcomes to
objectives and providing a form of quality
control.
2) Research- Ascertaining relationship between
acquired knowledge, transferring knowledge
at workplace, and training.
3) Control- making links from training to
organizational activities and to consider cost
effectiveness.
4) Power games- At times, the top
management used the evaluative data
to manipulate it for their own benefits.
5) Intervention- It helps in determining that
whether the actual outcomes are
aligned with the expected outcomes.
Techniques of evaluation
 Observation
 Interview
 Questionnaire
 Rating scales
 Tests
 Thematic appreciation tests
 Semantic differential scales
 Observation of specific incidents
 Self recording of specific incidents
Steps of training evaluation
Identifying
Selecting
Designing
Collecting
purposes of
evaluation
data
evaluation
method
tools

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Step 1:- Identifying purposes of
evaluation(why do we want to
evaluate training programme)
 Learning from experience for future
improvement
 Knowing different purposes of training
evaluation
 Accountability issues
 Comparing costs and benefits
 Deciding who should participate in future
programs.
Step 2:- Selecting evaluation method(most
famous method are kirkpatrick four level method)

 The four levels of kickpatrick method

are:-
a. Reaction
b. Learning
c. Behavior
d. Results
Step3:-Designing evaluation tools (Designing
qualitative or quantitative or mixed tools)

Evaluation tools can be selected

depending on purposes and methods of
evaluation.
a. Qualitative tools-interviews, case
studies, focus groups.
b. Quantitative tools-surveys,
questionnaires , experiments.
Step4:- collecting data( who ,when, how to collect data)

Step 5:- Analysis and reporting of data

ANALYSING COLLECTED DATA

1. Data input-Data collected should be entered
into computer using M.S. Excel or SPSS
2. Data analysis- analysis simple and limited to
necessary data using frequency distributions,
averages,etc.
3. Data presenting-using figures, charts, graphs,
etc.
 REPORTING EVALUATION FINDINGS

Who needs to Evaluation

know what? report outline
●
Summary
●
Training program ●
Program description
Evaluation design and
director
●

methods
●
Funding agency ●
Findings and results
●
Decision makers ●
Recommendations
●
appendices