Training Evaluation

Session Objectives:

a. To define training evaluation

b. To discuss the purpose of training
evaluation
c. To Identify different types of training
evaluation
d. To review and critique training evaluation
tools
 Training

Involves learning
implies learning to do something
it results in things being done
differently
 Evaluation
 It is a process of establishing a worth of
something.

value, merit
 The ‘worth’, which means the

or excellence of the thing

 Evaluation is a ………..

State of
mind, rather
than a set of
techniques
 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
 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
 What can be evaluated

Remember 3 Ps

The Plan
The Process
The Product
 How to evaluate the Plan

Course Objectives
Appropriate selection of
participants
Timeframe
Teaching Methods
How to Evaluate the Process

Planning Vs. Implementation

Appropriate participants
Appropriate time
Effective use of time
teaching according to set
objectives
 Methods for Process Evaluation

 Observation by the teacher

him/herself
 Observation by other teachers
 Questionnaire completed by
students
 Evaluation discussion by students
 Staff meetings
 Achieving Targets
 Productivity  Level of variation in
 Processing Time product
 Profit  Ability to cope with
circumstances
 Operating Cost
 Time to reach job
 Rates of meeting competency
deadlines
 levels of supervision
 Cost/Income ratio required
 % of tasks incorrectly  Frequency and costs
done of accidents
 Attracting Resources
 Increase in number of  Increase in the pool of
clients trained staff
 New markets entered  skills for future job
 New branches opened requirement developed
 Ability to cope with  Flexibility in meeting
external changes changing customer’s
requirements
 improvements in the
competencies
 Satisfying Interested Parties

 Clients  Program image

complaints surveys
 Product or  Clients relations
service quality surveys
 Awareness of  Surveys within the
clients problems organization
 On-time deliveries
 Training and the workplace
Framework of Kirkpatrick

1 2 3 4

TRAINING WORK
PLACE

Reactions Results

Learning

Behavior
 But
Can we afford not to evaluate training
activities