S.M.Israr

Training Evaluation

By

Dr Syed Israr

Aga Khan university

Karachi, Pakistan

S.M.Israr

Session Objectives:

a. To define training evaluationb. To discuss the purpose of training evaluationc. To Identify different types of training evaluationd. To review and critique training evaluation tools

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Training

• Involves learning

• implies learning to do something

• it results in things being done differently

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A Model Of training Based Upon Improving Effectiveness

1. What aspects of organizational 2. How are the levels

effectiveness or performance of effectiveness or

are to be changed performance to be

measured

6. Training/Learning activities 3. What behaviors are

necessary to achieve

these levels

5. Is there a need for learning

4a. What knowledge, skills and attitudes

are needed to support these behaviors

4b. What aspects of supervision, job design

or structure need to be changed

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Evaluation

• It is a process of establishing a worth of something.

• The ‘worth’, which means the value, merit or excellence of the thing

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Evaluation is a ………..

• State of mind, rather than a set of techniques

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Purpose of Evaluation

• Feedback - on the effectiveness of the training activities

• Control - over the provision of training

• Intervention - into the organizational processes that affect training

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Benefits of Evaluation• Improved quality of training activities• Improved ability of the trainers to relate inputs to

outputs• Better discrimination of training activities between

those that are worthy of support and those that should be dropped

• Better integration of training offered and on-the job development

• Better co-operation between trainers and line-managers in the development of staff

• Evidence of the contribution that training and development are making to the organization

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What can be evaluated

Remember 3 Ps

• The Plan

• The Process

• The Product

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How to evaluate the Plan

• Course Objectives

• Appropriate selection of participants

• Timeframe

• Teaching Methods

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How to Evaluate the Process

• Planning Vs. Implementation

• Appropriate participants

• Appropriate time

• Effective use of time

• teaching according to set objectives

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Methods for Process Evaluation

• Observation by the teacher him/herself

• Observation by other teachers

• Questionnaire completed by students

• Evaluation discussion by students

• Staff meetings

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How to Evaluate the Product

• Is only evaluation of the product sufficient?• Time• Ultimately all stages require evaluation in any case

• Triangulation technique

• Changes in effectiveness• Impact Analysis• Achieving Targets• Attracting Resources• Satisfying Interested Parties

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Achieving Targets

• Productivity• Processing Time• Profit• Operating Cost• Rates of meeting

deadlines• Cost/Income ratio• % of tasks incorrectly

done

• Level of variation in product

• Ability to cope with circumstances

• Time to reach job competency

• levels of supervision required

• Frequency and costs of accidents

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Attracting Resources

• Increase in number of clients

• New markets entered• New branches opened• Ability to cope with

external changes

• Increase in the pool of trained staff

• skills for future job requirement developed

• Flexibility in meeting changing customer’s requirements

• improvements in the competencies

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Satisfying Interested Parties

• Clients complaints

• Product or service quality

• Awareness of clients problems

• Program image surveys

• Clients relations surveys

• Surveys within the organization

• On-time deliveries

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Training and the workplaceFramework of Kirkpatrick

Reactions Results

Learning

Behavior

1 2 3 4

TRAINING WORKPLACE

The question that we should be asking is not ‘Why Evaluate

Training?

But

Can we afford not to evaluate training activities