Welingkar’s Distance Learning Division

Effective HR

CHAPTER-10

Training Evaluation & Management

We Learn – A Continuous Learning Forum

Objectives

• After completing this chapter, you should be able to:– Know the meaning and significance of training

evaluation.– Understand the training evaluation models.– Understand the various methods of training

evaluation.

Nature and purpose of training evaluation

• Training evaluation – refers to activities aimed at finding out the

effectiveness of training programs after they are conducted, against the objectives for which such programs were organized.

– Training evaluation techniques gives solutions to questions like, what was the capability level of learners before and after the training

Nature and purpose of training evaluation

• Training evaluation – brings rationality, objectivity, accountability and credibility

to HRD through tangible and verifiable outcomes.

• Training evaluation is often a neglected job but if performed well, can enhance the professional status of HRD managers for the value addition they make.

Nature and purpose of training evaluation

• Purposes of training evaluation:– Feedback:

• Helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

– Research: • Helps in ascertaining the relationship between acquired

knowledge, transfer of knowledge at the work place, and training.

– Control: • Helps in controlling the training program because if the

training is not effective, then it can be dealt with accordingly.

Nature and purpose of training evaluation

• Purposes of training evaluation:– Power games: • At times, the top management uses the evaluative data

to manipulate it for their own benefits.

– Intervention:• Helps in determining that whether the actual outcomes

are aligned with the expected outcomes.

Process of training evaluation

• There are three kinds of training outputs that organizations need to measure. They are:– Relating to course planning, relevance, comprehension,

content of the teaching program and the environment.– The utilization of what is learnt on the job, i.e.

transferring the classroom learning to the job in terms of skills, competencies, decision making, problem-solving abilities and relationships.

– The changes in the mind set such as work related attitudes, values, interpersonal competencies and personal attributes.

Process of training evaluation

Process of training evaluation Before Training During

TrainingAfter Training

The learners’ skills and knowledge are assessed

before the training program. During the start of training,

candidates generally perceive it as a waste of resources

because at most of the times candidates are unaware of the objectives and learning outcomes of the program.

It is the phase in which

instruction is started. This

phase usually consist of

short tests at regular

intervals.

It is the phase when learner’s skills and

knowledge are assessed again to measure the effectiveness of the

training. This phase is designed to determine

whether training has had the desired effect at

individual department and organizational levels.

Donald Kirkpatrick’s training evaluation model

• Perhaps the best known training methodology for evaluations is Donald Kirkpatrick’s Four Level Evaluation Model.

• It has helped HR

professionals worldwide to a great extent, in understanding the training outcomes.

Donald Kirkpatrick’s training evaluation model

The four-levels of evaluation consist of:Level I:Reactionhow the learners react to the

learning process.Level II:

Learningthe extent to which the learners gain knowledge and

skills.Level III: Behaviorcapability to perform the

learned skills while on the job.Level IV:Resultsincludes such items as

monetary, efficiency, moral, etc.

Donald Kirkpatrick’s training evaluation model

• Level I - Reaction• Evaluation at this level measures how the learners react to

the training. This level is often measured with attitude questionnaires that are passed out after most training classes. This level measures one thing: the learner’s perception (reaction) of the course.

• Level II - Learning• This is the extent to which participants change attitudes,

improve knowledge, and increase skill as a result of participating in the learning process. Measuring the learning that takes place in a training program is important in order to validate the learning objectives.

Donald Kirkpatrick’s training evaluation model

• Level III - Behavior (Performance)• This evaluation involves testing the students capabilities to

perform learned skills while on the job, rather than in the classroom. Level three evaluations can be performed formally (testing) or informally (observation).

• Level IV- Results• This level measures the training program’s effectiveness.

These impacts can include such items as monetary, efficiency, moral, teamwork, etc. As we move from level one to level four, the evaluation process becomes more difficult and time-consuming. At this level, the business data and financial data are analyzed to evaluate the training.

Methods of training evaluation

• Assessment of competency learning– The assessment of competency learning, whether

the training material has been learned, s best conducted at the individual level.

– It is at the individual level that organizations are able to assess employees’ reactions and increased understanding.

– Reactions are important because, if students react negatively to a course, they are less likely to transfer what they learned to their work.

Methods of training evaluation

• Assessment of competency learning– The training department requires information about

competency learning to determine the effectiveness of training delivery and approach.

– Data concerning the overall effectiveness of training procedures, appropriateness of media and instruction methods and other issues relating to possible revisions in instructional design may prove to be very valuable to the training department and will assist them in better serving the needs of the other stakeholders involved.

Methods of training evaluation

• Assessment of competency learningThis information can be obtained through:

One shot case studyOne group pre-test/post-test designOne group time senseRandomized non-equivalent control group designRandomized equivalent control group designPost-test only control group designQuestionnairesKnowledge Review

Methods of training evaluation

• Assessment of competency application– The assessment of competency application, whether the

competencies have been applied to improve performance and justify the investment, is best conducted at the organizational level, where performance changes can be assessed and related to training costs incurred.

– If, as a result of training, employees are using appropriate behaviors on the job, this should have a positive impact on their performance.

– However, the level of performance improvement should justify the expenditure.

Methods of training evaluation

• Assessment of competency application– For the business units, the training evaluation

process can provide opportunities to determine how competencies are being applied on the job.

– The information will assist them in making sound business decisions and determining training priorities.

– This information can be obtained through:• Analysis of Organizational Performance Measures• Analysis of Training Return on Investment (ROI)