evaluating training and developament

8/2/2019 Evaluating Training and Developament

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Evaluating

Training and Development

Vijay Kumar NAYAKMBA/108622


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Training Evaluation

The process of examining a training program is

called training evaluation. Training evaluation

checks whether training has had the desired

effect. Training evaluation ensures that

whether candidates are able to implement

their learning in their respective workplaces,

or to the regular work routines.
http://traininganddevelopment.naukrihub.com/training-evaluation.htmlhttp://traininganddevelopment.naukrihub.com/training-evaluation.html


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What do you mean by evaluation of

training

Evaluation is the process for collecting,

analyzing, and reporting information useful to

decision makers in selecting amongst

alternatives

the process of providing feedback to trainers

about the effectiveness of their training


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evaluation should try to find answers to three

questions.

Is the training program effective in achieving

its goals.

what are the deficiencies in the program.

How can the deficiencies be remedied?


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Purposes of Training Evaluation


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The five main purposes of training

evaluation are:

Feedback: It helps in giving feedback to thecandidates by defining the objectives and

linking it to learning outcomes.

Research: It helps in ascertaining therelationship between acquired knowledge,

transfer of knowledge at the work place, andtraining.


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Control: It helps in controlling the training programbecause if the training is not effective, then it can bedealt with accordingly.

Power games: At times, the top management (higherauthoritative employee) uses the evaluative data tomanipulate it for their own benefits.

Intervention: It helps in determining that whether the

actual outcomes are aligned with the expectedoutcomes.


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Process of Training Evaluation


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Before Training: The learner's skills andknowledge are assessed before the trainingprogram. During the start of training, candidates

generally perceive it as a waste of resourcesbecause at most of the times candidates areunaware of the objectives and learning outcomesof the program. Once aware, they are asked to

give their opinions on the methods used andwhether those methods confirm to thecandidates preferences and learning style.


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During Training: It is the phase at whichinstruction is started. This phase usually consistof short tests at regular intervals

After Training:It is the phase when learnersskills and knowledge are assessed again tomeasure the effectiveness of the training. Thisphase is designed to determine whether training

has had the desired effect at individualdepartment and organizational levels. There arevarious evaluation techniques for this phase.


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Evaluation of T&D :

Evaluation of T&D Effective criteria used to evaluateTraining focus on outcomes:-

1- the Reaction by trainees to the training content andprocess.

2- the Knowledge or learning acquired through thetraining experience.

3- change in Behavior that result from the training.

4- Measurable Results or Improvements in the

individuals or the organization, such as lower turnover,fewer accidents or less absenteeism.


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Training Evaluation Criteria

TrainingEvaluation

Criteria

Reaction

KnowledgeOrganizational

results

Behaviour


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REACTION

Organizations evaluate the re action level of trainees byconducting interviews or by administeringquestionnaires to the trainees. A reaction-levelmeasure could be gathered by having the managers

complete a survey that asked them to rate the value ofthe training, the style of the instructors, and theusefulness of the training to them. However, theimmediate reaction may measure only how much the

people liked the training rather than how it benefitedthem.


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LEARNING

Learning levels can be evaluated by measuringhow well trainees have learned facts, ideas,concepts, theories, and attitudes. Tests on the

training material are commonly used forevaluating learning and can be given both beforeand after training to compare scores. To evaluatetraining courses at some firms, test results are

used to determine how well the courses haveprovided employees with the desired content.


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BEHAVIOR

Training at the behavioral level involves:-

(1) measuring the effect of training on job

performance through interviews of trainees and

their coworkers

(2) observing job performance. Behavior is more

difficult to measure than reaction and learning.

Even if behaviors do change, the results thatmanagement desires may not be obtained.


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RESULTS

Employers evaluate results by measuring theeffect of training on the achievement oforganizational objectives. Because results such asproductivity, turnover, quality, time, sales, and

costs are relatively concrete, this type ofevaluation can be done by comparing recordsbefore and after training The difficulty withmeasuring results is pinpointing whether it

actually was training that caused the changes inresults. Other factors may have had a majorimpact as well.


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Training Evaluation Steps

Evaluationcriteria

Pre-testTrained orDevelopedWorkers

Post-testTransfer to

the Job

Follow-upStudies


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Benefits to Evaluation

Training budget may increase

Morale may soar

Job security may be raised Increased respect from upper management

More control in future projects

Reduce or eliminate ineffective trainingprograms


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Techniques of Evaluation

The various methods of training evaluation are:Observation

Questionnaire

Interview

Self diaries

Self recording of specific incidents


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Who Is Evaluated

Trainees

Supervisors

Managers

Co-workers

Guests

Suppliers

Peers

Upper management


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Evaluation Criteria

Content design

Competence of the trainer

Trainees knowledge

Trainees skills

Trainees attitudes

Organization

Facilities

Attitudes of instructor

Degree of verbal communication

Appropriateness of nonverbal communication


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Mid-Program Evaluations

Tests

Case studies

Role-plays Simulations

Demonstrations


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End-of-Program Evaluations

Review content

Encourage questions

Invite trainees to voice concerns Encourage self-assessment

evaluating training and developament

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