Uploaded byAnubha Walia
Training Effectiveness
The document outlines the effectiveness and methodology of training evaluation across four levels: reaction, learning, behavior, and results. It describes various assessment methods to gauge trainees' perceptions, knowledge retention, skill application, and organizational benefits from training. Additionally, it includes suggestions for training methodologies and calculating return on investment (ROI) for training programs.
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Training Effectiveness
- 1. Training Effectiveness &Methodology ANUBHA WALIA Trainer .Facilitator.OD Consultant anubhawalia.wordpress.com
- 2. 2 • Learning Objectives Bythe end of 15mins, you would get info on : > 4 levels of Evaluation. > Calculate benefit/cost ratio. > Calculate return on investment (ROI). > Use of training Methods
- 3. Model of Evaluation •Level 1: Reaction Level 2: Learning • Level 3: Behavior Level 4: Results 7
- 4. Level 1: Reaction MeasuresTrainees Perception, emotions and reactions How did participants react to the program? > Smile sheets. OR PAGE Concept (Poor, Average,Good, Excellent) ! > Informal & Formal comments > ( Verbal / POST-IT / FLIP CHART / White board ) ! > Focus group sessions with participants. (Doing BUZZ / Syndicate / Brainstorming Method)
- 5. Level 2: Learning •To what extent knowledge and skills improve and change attitudes as a result of the training? > Pre & post-tests – Based on JD having KSAO > On-the-job assessment - 90º, 180º, 360º > Supervisor reports – Assessment sheet (Honeywell has behaviour indicator) Sample Assessment sheet
- 6. KASO • Knowledge –“A body of information applied directly to the performance of a function” • Skill – “A present, observable competence to perform a learned psychomotor act.” • A b i l i t y – “ A p r e s e n t competence to perform an observable behavior or a behavior which results in an observable product.”. • Other – Other characteristics that are relevant to the performance of the job that are not KSAs (e.g., competencies, certifications or licenses that are reqd
- 7. Level 3: Behavior •Behavior: Do learners use their newly acquired skills and knowledge on the job? ! > On-the-job observation – Covert & Overt > Observation method > Survey > Self-evaluation > Performance Benchmark ( based on Quality Circle) > Supervisor and peer evaluation – on KSAO 11
- 8. Level 4: Results Often Triggers Reactive aspect • Results: What organizational benefits resulted from the training? > Difficult and costly to collect. > Impossible to isolate the results of training. > M e a s u r i n g r e t u r n o n investment. 12
- 9. Cost Effectiveness &ROI Analysis Compares the monetary costs of training to the financial benefits accrued from training.Calculation of actual cost saving based on change in Result Calculating Revenue produced by Training ! > Increased Sales = ____ Addl Sales / employee x Revenue /per sales x No.of employee > Reduced Error = Average cost / error x No.of error avoided per employee x No.of employee > Employee Retention = Average cost of new employee x no.of employee retained ! Total Rev produced by Training *= Revenue After – Revenue without Training Calculating Return = *Revenue prod by Training – Cost of Training = ROI 13
- 10. Suggestion / Inputs StrategicPlanning Implementation Assessment Design ! Development & Implementation Evaluation
- 11. InbasketDemonstration Buzz / GD Case Study RolePlay TrainingMethodology Videos Films Blue Tac Post-its Exhibition Audio Round Robin Games / Activities FISH BOWL Stories Role Play 3S - Stop Sustain Start
- 12.