training evaluation

1. Training and Development
Preeti Bhaskar

2. Content
• Introduction to training
• Need for Training and Development
• Importance of Training and Development in organization
• Differences of Training and Development
• Systematic Approach to Training
• Assessment phase
• Training and Development phase
• Evaluation Phase
• Training administrations

3. Reasons for
evaluating training
• To identify the program’s strengths and weaknesses.
• To assess whether the content, organisation and administration of the program
contribute to learning and the use of training content on the job.
• To identify which trainees benefited most or least from the program.
• To gather data to assist in marketing programs.
• To determine the financial benefits and costs of the program.
• To compare the costs and benefits of training versus non-training investments.
• To compare the costs and benefits of different training programs, so as to choose the
best program.
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4. Outcomes Used in the
Evaluation of Training Programs
Affective
Outcomes
Results
Return on
Investment
Cognitive
Outcomes
Skill-Based
Outcomes

5. Cognitive outcomes
Determine the degree to
which trainees are familiar
with the principles, facts,
techniques, procedures, or
processes emphasized in
the training program
Measure knowledge trainees
learned in the program
Skill-based outcomes
Assess the level of
technical or pshycomotor
skills
Include acquisition or
learning of skills and use of
skills on the job
Affective outcomes
Include attitudes and
motivation
Trainees’ perceptions of the
program including the
facilities, trainers, and
content.
Results
Determine the training
program’s payoff for the
company.
Return on investment
Comparing the training’s
monetary benefits with the
cost of the training
Direct costs
Indirect costs
Benefits

6. Training Administrator
The training administrator updates and organizes company training
programs for clerical, supervisory, technical and lower-level
management personnel. This position has limited decision-making as
problems can generally be evaluated in terms of defined procedures or
precedents. The training administrator assesses several elements and
alternatives, which involve minor research. This position modifies
methods and procedures or plans and establishes new methods and
procedures. This role trains new employees and assists lower-level
personnel.

7. Essential Functions
– Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
– Researches, plans and coordinates training programs, seminars and conferences for clerical, supervisory, technical and
lower-level management personnel.
– Writes initial draft material for new training programs; reviews, evaluates and modifies existing and proposed programs;
recommends appropriate changes.
– Evaluates training program qualification tests and determines eligibility of prospective attendees.
– Contacts attendees and department representatives about training program.
– Schedules the appropriate classroom and prepares the physical setup, including any audiovisual equipment.
– Prepares and distributes training aids such as instructional material, handouts, evaluation forms and visual aids.
– Conducts presentations for new-employee orientations.
– Conducts additional presentations when necessary