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Training Evaluation Process

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Planning Training Evaluation 

 

Why Evaluate?

  1. To monitor the quality of training
  2. Provide feedback
  3. To appraise the overall effectiveness of the investment in training
  4. To assist the development of new methods of training
  5. To aid the individual evaluate his or her own learning experience.

Eight decision points in planning training evaluation.

1. Should an evaluation be done? Who should evaluate?

2. What is the purpose of evaluation?

There are mainly two purposes of doing evaluation. They are justification evaluation and determination evaluation.

Justification evaluations are undertaken as reactions to mandates. Other purposes that will make evaluation efforts more fruitful. These purposes include training needs assessment, programme improvements and impact evaluation.

3. What will be measured?

 

The focus of the evaluation will be on training and delivery, programme content, materials, impact of training on individuals through learning, behaviour or performance change. Learning can be measured through pre-test and post-test. Evaluate the effects of training after the trainee returns to the work place using changes in between or the work results as indicators.

4. How comprehensive will the evaluation be?

The scope or the duration and comprehensiveness of the evaluation is influenced by available support, communication and evaluation purpose.

5. Who has the authority and responsibility?

Who has the authority and responsibility at different stages of evaluation will be determined by the factors like personnel, credibility of internal staff, communication, objectivity of internal staff to do an evaluation regardless of results.

6. What are the sources of data?

The most common sources of evaluation data are reactions, opinions and/ or test results of the participants, managers, supervisors, production records, quality control, financial records, personnel records, safety records, etc.

7. How will the data be collected and compiled?

Data can be collected before training for needs analysis or pre-testing purpose, during training programme to make improvements along the way and after training for evaluation.

Next step is selection of treatment or control groups and determination of nature of samples. Data can be complied either manually or by computers. 

8. How will the data be analysed and reported?

First reporting issue is concerned with audiences like participants or trainees, training staff, managers, customers etc. Second and third issues are concerned with analysis and results and accuracy, policies and format respectively.

These decision points are intended to increase awareness of and interest in u. evaluation of training, to improve planning skills and to encourage more systematic- evaluation of training.

Methods of Evaluation

Various methods can be used to collect data on the outcomes of training. Some of these are:

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Questionnaires: Comprehensive questionnaires could be used to obtain opinion reactions, views of trainees.

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Tests: Standard tests could be used to find out whether trainees have learnt anything during and after the training.

Interviews: Interviews could be conducted to find the usefulness of training offered to operatives.

Studies: Comprehensive studies could be carried out eliciting the opinions and judgments of trainers, superiors and peer groups about the training.

Human resource factors: Training can also be evaluated on the basis of employee satisfaction, which in turn can be examined on the basis of decrease in employee turnover, absenteeism, accidents, grievances, discharges, dismissals, etc. 

Cost benefit analysis: The costs of training (cost of hiring trainers, tools to learn training centre, wastage, production stoppage, opportunity cost of trainers and trainees) could be compared with its  value (in terms of reduced learning time improved learning, superior performance) in order to evaluate a training programme.

Feedback: After the evaluation, the situation should be examined to identify the probable causes for gaps in performance. The training evaluation information.(about costs, time spent, outcomes, etc.)should be provided to the instructors’ trainees and other parties concerned for  control, correction and improvement of trainees’ activities. The training evaluator should follow it up sincerely so as to ensure effective implementation of the feedback report at every stage.

Please note that no training is complete without its evaluation. That is, the follow up of a training programme is very essential.

Impediments or problems in Training Process:

  • Management’s commitment is lacking
  • Aggregate spending on training is inadequate
  • The trainers may lack skills
  • Poaching
  • No help in case of downsizing
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