Training Evaluation

Training Evaluation

1. Definition

   • The systematic analysis of training to demonstrate whether it has met its objectives in an effective and efficient manner

2. Purpose

   • Determine whether a program is accomplishing its objectives
   • Identify the strengths and weaknesses of HRD programs, which can lead to changes, as needed
   • Determine the cost-benefit ratio of an HRD program (ROI)
   • Identify which participants benefited the most or least from the program

3. Kirkpatrick Evaluation Framework

   • Lv 1 - Reaction
     • What the employees thought and felt about the training programme
   • Lv 2 - Learning
     • The increase in the knowledge or capability from before and after the training
   • Lv 3 - Behaviour
     • The extent of the behaviour and implementation
   • Lv 4 Results
     • The effects on the business/environment resulting from trainee’s performance
   • Considerations
     • Time consuming & Expensive
     • Assumes each level’s importance is greater than the last level and that all levels are linked.
     • Measureable improvements may not result from training

4. Data collection methods

   • Interview
   • Questionnaires
   • Direct Observation
   • Test and Simulations
   • Archival Performance Data

5. Types of data

   • Individual
   • Systemwide
   • Economic

6. Ethical Issues involved when evaluating

   • Confidentiality
   • Withold Training
   • Informed consent
   • Use of Deception