Training evaluation involves measuring the effectiveness, outcomes, and impact of training programs. Key aspects of evaluation include identifying business needs, trainee needs, and training content. Evaluation determines if training increases performance, productivity and satisfaction. Companies invest millions in training to gain competitive advantages so evaluation provides information to improve training and ensure an adequate return on investment. The evaluation process involves needs analysis, developing measurable learning goals, choosing evaluation strategies, and measuring cognitive, behavioral and results-based outcomes.

1. Training Evaluation
Reported By:
Kim Mendiola
Debra Ramirez

2.  Training effectiveness:
refers to the benefits that the companies and the trainees
receive from training
e. 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.  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. 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 =23,832,240
Large company: 2000 employees x 35200=70,400,000

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. 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. 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. Outcomes used in the evaluation
of training programs
 Cognitive Outcomes