This document discusses training evaluation models. It begins with introducing training and evaluation concepts. It then describes Kirkpatrick's four-level model of training evaluation that measures reaction, learning, behavior, and results. The document also discusses Jack Phillips' five-level ROI model that adds return on investment. It notes some defects in these models and proposed improvements like measuring performance instead of behavior and motivation instead of reaction. The document concludes with discussing Intel's application of evaluation after training and findings from studies on training costs and popular evaluation techniques.

1. TRAINING EVALUATION

2. OBJECTIVE
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Introduction(What ,Why ,When & How )
Kirkpatrick's Model
Defects & Improving of 4 levels.
Case INTEL corporation
Findings

3. INTRODUCTION
• Training:
Involves learning.
Implies learning to do something.
It results in things being done differently.
• Evaluation:
Process of establishing a worth of something.
The ‘worth’, which means the value, merit or excellence of the thing.
• What is Training Evaluation
Training evaluation is a continual and systematic process of assessing
the value of a training program, a course, an activity or an event.

4. Why training evaluation
• To define training objectives more sharply as these objectives are related to the objectives of
an organization.
• Get rid of unnecessary training content.
• Ensure that the training meets the requirements of trainees.
• Reduce training cost.
• To know whether learning has taken place or not.
• To improve training for future participants.
When should it be evaluated
Evaluation may be either summative or formative
• Formative evaluation is the on-going process of assessing (need assessment and then
implementation.)
• Summative evaluation is usually done soon after the end of the programme (outcome and
impact).
How training evaluation
• Kirkpatrick's Model
• Jack Philips Model

5. Kirkpatrick's Model
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REACTION
LEARNING
BEHAVIOUR
RESULT

6. The four levels of Kirkpatrick's evaluation model essentially measure:
• Reaction of participants - what they thought and felt about the training.
• Learning - the resulting increase in knowledge or capability.
- seen by Change of attitude, Development of abilities and skills, Obtained
knowledge.
- evaluated with the help of Individual evaluation, Comparison of a
preliminary and a final evaluation, Using a control group for comparison.
• Behaviour - extent of behaviour and capability improvement and
implementation/application.
(The desire to introduce changes in one’s own work, The readiness to use
the obtained skills, The support or direct help from the side of the leadership, The
support of the positive changes in the behaviour of staff members.)
•Results - the effects on the business or environment resulting from the trainee's
performance.

7. Jack Phillips' Five Level ROI Model
Building upon the Kirkpatrick model, Jack Phillips added the fifth level the Return on Investment
(ROI) produced by a training course using the financial formula:

8. DEFECT AND IMPROVEMENT
DEFECTS
Technological.
Age.
IMPROVEMENT
Motivation, not Reaction.
Performance, not Behavior.

9. FILLING TO BETTER MODEL
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RESULT.
PERFORMANCE.
LEARNING.
MOTIVATION.

10. • Intel compromise of the KIRKPATRICK model.
• Impact.
• Intel applies the analysis to their training
program.
• Evaluation after training.

11. • Munc.T sang(1999)
Pre employee training is more expensive then in
service training
• Ahmad Al Athari(1997)
Most populartrining evaluation technique is
questioner.