Evaluation of Training Final Presentation

1. EVALUATION OF
TRAINING
Tara Prasad Kharel
NASC

2. Contents
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 Introduction
 Importance
 Process
 Models

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5. What should we ask?
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“Why Evaluate Training?”
or
“Can we afford not to evaluate
training?”

6. What is evaluation?
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 Process of establishing a worth of
something
 The worth means the value, merit or
excellence
 It is state of mind, rather than a set of
techniques

7. What is training evaluation?
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 Measuring the effectiveness of training.
 The extent to which the objectives of training
have been achieved
 A systematic process to analyze if training
programs and initiatives are effective and
efficient

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9. Why evaluation?
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 To justify the need of training programme
 To identify the strengths and weaknesses of
training programme
 To provide feedback on the effectiveness of the
training activities
 To improve the future training programme
 To determine the competence level of the
participants
 To make compliance with the overall objectives of
the organization

10. Benefits of Evaluation
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 Improved quality of training activities
 Improved ability of the trainers to relate
inputs to outputs
 Better discrimination of training activities
 Better co-operation between trainers and
managers in the development of staff
 Evidence of the contribution that training
and development are making to the
organization

11. Equip with artilleries
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Keep three questions in mind
 What to evaluate? - Content
 When to evaluate? - Time
 How to evaluate? - Process/method

12. Five Steps of Training
Evaluation
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 Step 1: Identify the Purposes of Evaluation
 Step 2: Select Evaluation Method
 Step 3: Design Evaluation Tools
 Step 4: Collect Data
 Step 5: Analyze and Report Results

13. Identify Purposes of
Evaluation
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 Why do we want to evaluate training programs?
 To learn from Experience for Future Improvement
 To increase Accountability
 To identify the strengths and weaknesses.
 To compare the costs and benefits.
 To test the clarity and validity of tests, cases and
exercises.
 To reinforce the key points made to the participants.
 To determine whether the program was an
appropriate solution for the specific need.
 To establish a database that can assist in making
decisions.

14. Select Evaluation Method
(Models)
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 Donald Kirkpatrick’s model
 Reaction
 Learning
 Behavior
 Results
 CIRO Model

15. Design Evaluation/Data
Collection Tools
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 Questionnaires
 Surveys
 Tests
 Interviews
 Focus group discussions
 Observations
 Performance records

16. Analyze and Report Results
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 Data Input
 Data Analysis
 Frequency distribution
 Using figures
 Tables
 Charts
 Reporting
 Who needs to know what?
 Forms of communicating
 Evaluation report

17. Evaluation report outline
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 Summary
 Training Program Description
 Training Evaluation Design and Methods
 Findings and Results
 Recommendations
 Appendices

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 Summary
 Purpose of training evaluation
 Training evaluation audiences
 Major findings and recommendations
 Training Program Description
 Training Program background
 Training Program goals/objectives
 Training Program participants
 Training Program activities
 Training Evaluation Design and Methods
 Purpose of the training evaluation
 Training evaluation designs
 Data collection methods

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 Findings and Results
 Description of how the findings are organized (e.g., by
evaluation questions, themes/issues)
 Results of analyses of quantitative and/or qualitative
data collected
 Recommendations
 Recommendations for action based on these
conclusions
 Appendices
 List of participants
 List of Training materials
 Questionnaires, pre/post tests
 Program expenditure summary

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21. Levels of Evaluation
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23. Donald Kirkpatrick’s model
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 Reaction level evaluation – Immediate
reaction - How was the training overall?
(Effectiveness)
 Learning level evaluation - What knowledge
and abilities did participants learn at the
training?
 Performance/ behaviour level evaluation -
How have participants applied the skills they
learned?
 Impact level evaluation - What was the effect
on the organization?

24. Reaction Level Evaluation
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 What to evaluate?
 Overall impression of the training programme
(objectives, contents, resource persons,
methodologies, training materials and aids,
logistic support, food, accommodation etc.)
 When to evaluate?
 Generally, at the end of training programme
 Mid-way of the training programme
 How to evaluate?
 Questionnaire, general discussion, one-to-one q/a

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26. Learning Level Evaluation
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 What to evaluate?
 The extent of which the learning was transferred –
Knowledge, skills etc.
 How to evaluate?
 Pre/post test
 Learning test/written test
 Performance test
 When to evaluate?
 At the end of training programme
 Mid-way of training programme

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28. Performance Level
Evaluation
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 What to evaluate?
 Changes of job behaviour/performance because of
training
 When to evaluate?
 After 6 months
 How to evaluate?
 Observation
 Interview with the participant/immediate boss
 Using checklist of work procedure
 Interview with the stakeholders
 Performance evaluation

29. Impact Level Evaluation
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 What to evaluate?
 Measuring the effects of performance of trainees on
efficiency of organisation
 When to evaluate?
 After 1 – 2 years
 How to evaluate?
 Interview
 Observing
 Control group
 Opinion survey

30. Finally we agree to ask
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“Can we afford not to evaluate
training?”

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The Kirkpatrick Training Evaluation Model
Thank You