Training EvaluationReported By:Kim MendiolaDebra Ramirez
 Training effectiveness:   refers to the benefits that the companies and the trainees   receive from traininge. g: increa...
 Evaluation Design:  refers to the collection of information --- including  what,when,how,and from whom--- that will be u...
Reasons for evaluating training Companies are investing millions of dollars in training  programs to help gain competitiv...
cont. Provides a way to understand the investments that training    produces and provides information needed to improve  ...
Training evaluation involves both Formative evaluation      refers to the evaluation of training that takes  place during...
EVALUATION PROCESS                 Conduct a Needs Analysis     Develop Measurable Learning Outcomes and Analyze          ...
Outcomes used in the evaluationof training programs Cognitive Outcomes
Chapter 6
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Chapter 6

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Chapter 6

  1. 1. Training EvaluationReported By:Kim MendiolaDebra Ramirez
  2. 2.  Training effectiveness: refers to the benefits that the companies and the trainees receive from traininge. g: increased sales and more satisfied customer Training outcomes or criteria: refer to measures that the trainer and the company use to evaluate training programs.e. g: trainees’s satisfaction with the program and ratings of behavior. Training evaluation: refers to the process of collecting the outcomes needed to determine whether training is effective.e. g: information-gathering process
  3. 3.  Evaluation Design: refers to the collection of information --- including what,when,how,and from whom--- that will be used to determine the effectiveness of the training program. In order to identify appropriate training outcomes a company must look at its BUSINESS STRATEGY, ORGANIZATIONAL ANALYSIS (why are we conducting training? how is it related to the business?) PERSON ANALYSIS (who needs training?) TASK ANALYSIS (what is the training content?)
  4. 4. Reasons for evaluating training Companies are investing millions of dollars in training programs to help gain competitive advantage. e. g: a small companies (1-499 employees) who are members of ASTDs benchmarking service spend $1,194 (47,760) per employee compared to $880 for large companies (2,000 or more employees)small company: 499 employees x 47,760 =23,832,240Large company: 2000 employees x 35200=70,400,000
  5. 5. cont. Provides a way to understand the investments that training produces and provides information needed to improve training. if the company receives an inadequate return on investment in training, the company will likely reduce its investment in training or look for training providers outside the company who can provide training experiences that improve performance, productivity, customer satisfaction, or whatever outcomes to demonstrate that trainin does offer benefits to the company.
  6. 6. Training evaluation involves both Formative evaluation refers to the evaluation of training that takes place during program design and development. Summative evaluation refers to evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program.
  7. 7. EVALUATION PROCESS Conduct a Needs Analysis Develop Measurable Learning Outcomes and Analyze Transfer of training Develop Outcomes Measure Choose an Evaluation Strategy Develop Outcomes Measure
  8. 8. Outcomes used in the evaluationof training programs Cognitive Outcomes

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