Conducted internally and externally Needs of personal and demands of situation Inefficient training program may create loss to organization Serve the identified purposes
Difficulty in meeting objectives Change management is problematic Demotivated staff Underdeveloped staff
Evaluation involves the assessment of the effectiveness of the training programs. How well the training inputs are serving the intended purpose
3 kinds of training outputs Relating to course planning, relevance, comprehension and whatever goes on in the teaching programme and the environment. The utilisation of what is learnt on the job, i.e. transferring the classroom learning to the job in terms of skills, competencies, decision making, problem-solving abilities and relationships and the like. The changes in the mind set such as work related attitudes, values,interpersonal competencies and personal attributes.
Conduct a Needs AnalysisDevelop Measurable Learning Outcomes and Analyze Transfer of Training Develop Outcome Measures Choose an Evaluation Strategy Plan and Execute the Evaluation
The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
PURPOSE OF EVALUATION Identifying strength and weakness Success analysis Cost benefit analysis Assisting in marketing future programmes Clarity, validity of exercises Reinforce major points in accordance with needs Database for decisions
Personal expectations and learning objectives Assessing effectiveness Value of time spent in developing knowledge and skills.
Level 1 – Reaction To what extent did the participants find thetraining useful, challenging, well-structured, organized, and so on?Level 2 - LearningTo what extent did participants improve knowledge and skills andchange attitudes as a result of the training?Level 3 - BehaviourTo what extent did participants change their behavior back in theworkplace as a result of the training?Level 4 - ResultsWhat measurable organizational benefits resulted from the training interms such as productivity, efficiency and sales revenue?