This document discusses evaluation, which is defined as systematically appraising the quality, value, or success of a program or activity. There are several reasons to conduct an evaluation, such as selection, monitoring, justification, and improvement. The document outlines four levels of evaluation: measuring reaction, learning, behavior, and results. It also discusses various tools and techniques used in evaluation, including pre-post testing, questionnaires, observation, group evaluation sessions, training practices, follow-up forms, and checklists. The overall purpose of evaluation is to determine how well a program or activity achieved its objectives and identify areas for potential improvement.

1. By-Kawita Bhatt

2. 1. Concept
2. Importance
3. Tools and techniques

3. Evaluation is an attempt to
appraise the quality/suitability of
a resource.

4. A process of systematic appraisal by which we determine
the value, worth or meaning of an activity or an
enterprise. It is a method for determining how far an
activity has progressed and how much further it should
be carried to accomplish objectives.
According to Boyle and Johns :
Programme evaluation is determination of the extent to which
the desired objectives have been attained or the amount of
movement that has been made in the desired direction.

5. .
NOTE :
Evaluation of current or on going activities is called
in-term evaluation
Evaluation of completed activities is called ex-post
evaluation, post-hoc evaluation, or summative
evaluation
According to Raudabaugh:
Evaluation is defined as the process if
determining the value or amount of success in
achieving a predetermined objective.

6.  Evaluation is analyzing of information in order to
determine whether and to what extent the
objective of the programme are being achieved.
 Through evaluation one can determine which
general strategies are more or less successful,
which are achieving more effective and
economically and which sub system within the
training need to be strengthen, modified or
replaced in the light of learning outcomes due to
training.

8. There are many reasons why we might want to
perform an evaluation.
Here are some of them:
• Selection – which resource is better?
• Monitoring – is our development heading in the right
direction?
• Justifying – show something is value for money.
• Validating – did we make the right decision?
• Improving – can we improve if we change something?
• Research – add to a body of know

9. Evaluation is beneficial for following
reasons:
1. Programme improvement.
2. Programme accomplishments.
3. Public relation.
4. Professional growth.
5. Professional security.
6. Effective workmanship.
7. Impact of extension programmes.
8. Content of the programmes.
9. Methods of the extension teaching .

11. 1. Measuring reaction.
2. Measuring learning.
3. Measuring behavior.
4. Measuring results.

12.  This measures participants likes and dislikes
i.e. needs and interest during and after the
programme.
 this is done by observation and discussion
with them.
 Using a scaling system.

13. The measurement should focus on three
major targets:
a) Participant’s feeling about worth of the
training.
b) How well they feel the training aligned with
their needs
c) Reactions to the training methods,
duration, arrangement, weightage on
theory and practice etc
Apart from this forms, open ended written
evaluation verbal discussion etc.

14.  This is measuring learning
outcomes immediately after
training.
 Measuring learning as quantitatively
and objectively as possible for
making comparisons.
 Pre and post testing.

15.  Measuring trainees attitude towards
putting learning into practice .
 Trainees should have realization
that the new learning acquired can
make her job easier rand more
efficient.
 Motivation on the part of trainee.

16.  Trainees should be given enough
time to implement new learning.
 Measurement must be made by
objective sources.
 A comparison can be made with the
staff who have undergone a training
with untrained.

17.  Done to measure impact of the
training programme.
 Results are measured after 1 to 3
years after training.

18. 1. Pre post testing
2. Opinion/ attitude questionnaire.
3. Trainer observation.
4. Trainer/trainee group evaluation session.
5. Training practices session.
6. Follow up trainee evaluation forms.
7. Checklist
8. survey