training evaluation process in L&D management

2. § Figure out why Training Evaluation is necessary.
§ Describe how to evaluate Training program by Evaluation Process.
§ Discuss different types of outcomes used in Training Evaluation.

3. • Training effectiveness refers to the benefits that the company and the trainees
receive from training.
ü trainees may learn new skills or behavior.
ü company may increase sales, more satisfied customers, improve productivity…
§ Training evaluation refers to the process of collecting the outcomes needed to
determine whether training is effective.

4. § To identify the program’s strengths and weaknesses.
§ To get feedback about learner’s satisfaction
§ To identify which trainees benefit most or least from the program.
§ To assess whether trainees learn something and able to apply to their job.
§ To determine the financial benefits and costs of the program.
§ To choose the best program.

5. Conduct a
Need Analysis
Learning
Objectives
Outcome
Measurements
Evaluation
Strategy
Do the
Evaluation

6. Kirkpatrick Model

7. § Reaction Outcomes refer to trainees’ perceptions of the program,
including the facilities, trainers, and content.
§ What does the learner feel about the training?
§ Oral/written feedback, open ended questions, close ended
questions, survey, questionnaires.

10. § Cognitive outcomes emphasizes what the trainees have or have not learned
from your training.
§ What facts, knowledge, etc., did the learner gain?
§ There are a number of ways to measure learning and it would depend on the
objectives. It is important to identify what you want to evaluate. Observation,
test, exams, assignment, verbal assessment, interview, exercises etc.

11. § Skill-based outcomes are used to assess how well people apply their training
§ What skills did the learner develop, that is, what new information is the learner
using on the job?
§ Effectively measuring behavior is a longer-term process that should take place
over weeks or months following the initial training. Observation, Interview.

12. § Questions to ask include:
ØDid the trainees put any of their learning to use?
ØAre trainees able to teach their new knowledge, skills or attitudes to other people?
ØAre trainees aware that they've changed their behavior?

13. § Results are used to determine the training program’s payoff for the company,
determine the overall success of the training based on a number of critical
business objectives.
§ What results occurred; did the learner apply the new skills to the necessary tasks
and what results were achieved?
§ Observations, Report, Feedback, etc…

14. ØIncreased employee retention.
ØIncreased production.
ØHigher morale.
ØReduced waste.
ØIncreased sales.
ØHigher quality ratings.
ØIncreased customer satisfaction.
ØFewer staff complaints.
Here are some outcomes to consider, depending on the
objectives of your training: