Training Evaluation Module

1. Training & Training Evaluation
AN OVERVIEW
DARSHNA P. CHOUDHURY

2. Module objective
By the end of the session, the participants will be in a able to understand and execute the Kirkpatrick
Module in the talent transformation engagement.
Target participants : Leadership and Individual Contributor

3. Content Flow
 History & background of Learning & Development
 Benefits of Training Evaluation Model
 Key factors Evaluation Process
 Kirk Patrick Evaluation Model-An understanding

4. 1904 - ALFRED BINET, a French
psychologist developed intelligence test
1907-Dr.MARIA MONTESSORI, who
invented Montessori method of
education and then began using
materials to enhance the learning styles
1956- BENJAMIN BLOOM developed a
system known as Blooms Taxanomy,
which took another step towards
learning style difference
1962- ISABELMYERS BRIGGS &
KATHERINE BRIGGS developed the
MYERS BRIGGS TYPE INDICATOR(MBTI)
1976-DUNN with Dunn Learning Style
Model focusing on diagnostic
instruments for evaluation
1984-DAVID KOLB, PUBLSIHED his
Learning Style model where he
determined that learning styles are
closely related to cognitive skills
History of Learning & Development – A brief journey

5. Kolb's Adult Learning Styles

6. ADDIE ModelADDIE - an Instructional Systems Design (ISD) model

7. Competence Incompetence
Conscious
Conscious competence Conscious competence
Unconscious
Unconscious competence Unconscious incompetence
Competency Matrix

8. What aspects of organizational
are to be changed ?
How are the levels
effectiveness or performance
of effectiveness to be
measured ?
What traits are essential to
achieve these levels ?
What part of knowledge, skills
and attitudes are needed to
support these behaviors or
What aspects of supervision,
job design or structure need to
be changed ?
Is there a need for learning ?
What kind training activities
required need to be
implemented to achieve
desired results
Why Training Evaluation ….
Why evaluation ?

9. What needs to be evaluate in training
Facilitation purpose or
objective
Facilitation program design
& relevance
Reaction, Learning
(Verbal/cognitive/attribute)
, Results or ROI

10. Key factors Evaluation Process - An understanding
Planning VS Execution Target participants
Timely execution VS efficacy of
invested time
Objective setting VS delivery

11. Donald L. Kirkpatrick
 Born :15th Mar, 1924
 Died : 9th May, 2014
 He is best known for creating a highly influential 'four level' model for training course evaluation, which
served as the subject of his Ph.D. dissertation in 1954
 Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin first published his ideas in 1959, in a
series of articles in the Journal of American Society of Training Directors
 Donald Kirkpatrick was president of the American Society for Training and Development (ASTD) in 1975

12. Kirk Patrick Training Evaluation Model
Level1-Reaction
• What the
participants
thought and felt
about the
training
Level2-Learning
• The resulting
increase in
knowledge or
capability
Level3-Behaviour
• The extent of
behaviour and
capability
improvement
and
implementation
/ application
Level4–Results
• The effects on
the business
or
environment
resulting from
the trainee's
performance

13. Evaluation guidelines
 All types of Training(KSA) Programs like Foundation/Advance/Expertise/other Talent Management forums
Leadership Empowerment Programs/Clubs & Communities/Awareness Events/Product & process launch
activities
 100% responds on reaction(Level-1) for each approved Talent Transformation programs
 Time vs results like 30/60/90 Days timely cycle for effective progression
 Measure both before and after the program (Pre-Program/Post-Program- scores)
 Consider cost versus benefit ( Monitor revenue/customer (internal/external) service delivery parameters
for calculation on the invested resource of the sessions conducted)