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Evaluation of training effectiveness
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Evaluate Training Effectiveness - Master Class Elearn Expo 2013

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Evaluate Training Effectiveness - Master Class Elearn Expo 2013

  1. 1. Training Effectiveness
  2. 2. Qoveo 2007 Creation Qoveo France Headquarter - Capital 666 063 € 10 employees General Management R&D – Project Management Marketing & Sales 2011 Creation Qoveo Tunisia Wholly-owned subsidiary 15 employees Software & multimedia development Local project management 2012 Creation Qoveo Russia Wholly-owned subsidiary 3 employees Sales company Local project management 2012 Creation Qoveo Morocco Wholly-owned subsidiary 3 employees Sales company Local project management
  3. 3. Human Capital With Qopilot suite, enhance your human capital to help your organization achieve its objectives and get the benefits of social learning & [net]working.
  4. 4. Digital Learning Project Consulting & Engineering of Training Design & Production Customizable catalog Deployment Support & Scalability A complete range of pedagogical engineering, from plan’s design to deployment.
  5. 5. Training Effectiveness? Many training programs fail to deliver the expected organizational benefits. Business environment is not standing still. Is Russian market more concerned than other countries?
  6. 6. Model Level 4 - Results Level 3 - Behavior
  7. 7. Model Level 1: Reaction Consider addressing these questions:
  8. 8. Model Level 2: Learning Start by identifying what you want to evaluate: Measure these areas both before and after training.
  9. 9. Model Level 3: Behavior Consider these questions: Note that:
  10. 10. Model Level 4: Results Some outcomes to consider, depending on the objectives of your training:
  11. 11. Model Considerations: Time-consuming and expensive to use levels 3 or 4. It can be expensive and resource intensive to "wire up an organization" to collect data. The model also assumes that each level's importance is greater than the last level, and that all levels are linked. Organizations change in many ways, and behaviors and results change depending on these, as well as on training. Many variables can be changing in fast-changing organizations that analysis at level 4 can be limited in usefulness.
  12. 12. rapid growth Digital Learning
  • aboahmedbondok

    Apr. 27, 2015

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