Training evaluation involves assessing the effectiveness of training programs in terms of benefits to trainees and the company. It is important for companies to understand the usefulness of training given the significant costs. Evaluation determines if employees were satisfied, learned important skills, and can apply what they learned. Evaluation design can be a time series comparing pre- and post-training performance, or a controlled experiment comparing the performance of a training group to a control group. Evaluation measures reaction, learning, behavior change, and results to determine a program's effectiveness.

1. - RAHUL KANTAK

2. Meaning:
 Training evaluation involves assessing the
effectiveness of the training program carried out
by the organization in terms of the benefits to the
trainees as well as the company.

3.  Since companies spend a lot of money on training it is
very important for them to know the usefulness of
such training.
 To know whether the employees were satisfied with
the training, whether they were able to learn
something important from such training and also to
know whether they are able to apply whatever they
have learnt.

4. Two basic issues to be addressed:
1. Design of the study
2. What to measure ?

5. Design of the study
1. Time series design
2. Controlled Experimentation
Training
Control group
group

6. Time series design:
 Here we consider the performance of the employees
before and after training to check the effectiveness of
the training.

7. Controlled experimentation:
 It uses two groups for the evaluation. Here we take two
similar groups and keep a track of their performances. One
group is called the training group and the other is called
the controlled group.
 The training group is given training and the controlled
group is not given training. After the training the
performances of both the groups is record over some
period of time. If there is some improvement in the
performance of the training group then the training
program is said to be effective.

8. What to measure?
Reaction
Effects
Results to Learning
measure
Behavior

9. We can measure four basic training
outcomes:
 We can measure four basic training outcomes:
 Reaction: we need to evaluate employees’ reaction to
the program i.e. whether they liked it…whether they
considered it worthwhile.
 Learning: we need to evaluate or test the employees to
see whether they learned the skills, the principles or
concepts that they were supposed to learn through the
training program.

10.  Behavior: we need to see whether the employees’ on
the job behavior changed because of the training
program. i.e whether there is any difference in their
job performance after the training.
 Results: most important is to find out the final results
that have been achieved because of the training
program. Whether the results of the training are as per
the objectives set. For eg: if the training was to
improve the skills of the sales person so as to increase
the sales, then if there is actual increase in sales it
means that the training was effective.