EVELUATION OF TRAINING

Training and development

In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.

When to Evaluate?

Before, During, and After Training

Why Evaluate?
Before Training Identify needs or problems. Identify specific job competencies to close gaps.

Identify the type of evaluation needed.

During Development of Training

Determine which staff should be the targets of training. Provide feedback to curriculum designers on content, methods, and materials. Determine if course delivery is consistent and follows curriculum specifications.

Why Evaluate?
After Training

Note changes in participants attitudes and reactions to the course.

Assess trainees mastery of knowledge.

Assess trainees mastery of skills. Assess transfer of new knowledge and skills to the job. Measure whether or not performance gaps have begun to close. Measure relationship of training to agency goals and client outcomes.

Factors to Consider
Purpose of training Cost of evaluation Centrality of subject matter to competent job performance Consequences of poorly developed/delivered training Number of staff to be reached

Length of course
Legal mandates, public and political pressures Agency goals

Model for Successful Training Course Evaluation

Step 1: Identify the purposes of the evaluation.

Step 2: Determine the levels of evaluation needed.

Step 3: Develop an evaluation design. Step 4: Select or develop instruments. Step 5: Develop a data collection plan. Step 6: Pilot and revise instruments and procedures. Step 7: Collect evaluation data. Step 8: Analyze evaluation data.

Step 9: Report results.

Step 10: Provide feedback/disseminate results.

Benefits of Evaluation
Improved quality of training activities Improved ability of the trainers to relate inputs to outputs Better discrimination of training activities between those that are worthy of support and those that should be dropped Better integration of training offered and on-the job development Better co-operation between trainers and line-managers in the development of

staff
Evidence of the contribution that training and development are making to the organization

Purpose of Evaluation

Feedback - on the effectiveness of the training activities Control - over the provision of training Intervention - into the organizational processes that affect training

What can be evaluated? Remember 3 Ps

The Plan The Process The Product

How to evaluate the Plan?

Course Objectives Appropriate selection of participants

Timeframe
Teaching Methods

How to Evaluate the Process?

Planning Vs. Implementation Appropriate participants

Appropriate time
Effective use of time

teaching according to set objectives

Methods for Process Evaluation?

Observation by the teacher him/herself

Observation by other teachers Questionnaire completed by students Evaluation discussion by students Staff meetings

How to Evaluate the Product?

Is only evaluation of the product sufficient?
Time Ultimately all stages require evaluation in any case

Triangulation technique Changes in effectiveness

Impact Analysis Achieving Targets

Attracting Resources
Satisfying Interested Parties

Achieving Targets
Level of variation in product
Ability to cope with circumstances Time to reach job competency

Productivity Processing Time Profit Operating Cost Rates of meeting deadlines Cost/Income ratio % of tasks incorrectly done

levels of supervision required

Frequency and costs of accidents