Evaluation of training methods

Sharon Ninan| Soma Bhattacharya | Subhashree D

Why evaluate?

Provide information

for improvement

of training methods

To identify the programs

strengths and

weaknesses

To asses the program’s

contribution to learning

To identify the most and

least benefitted trainees.

Provide understanding of ROI on

the investments that training produces

To compare the costs

and benefits of different

training programs

Evaluation Process

1Need Analysis

2

Development of measurable learning objectives and analyzing transfer of training

3

Development of outcome measures

4

Choosing an evaluation strategy

5

Planning and executing the evaluation

Evaluation typesFormative Evaluation

Takes place during program design and development.

Summative evaluation

Determines the amount of change brought about in trainees

OutcomesOutcomes Indicators

Reactions Learner’s Satisfaction

Learning( Cognitive) Principles, facts, techniques, procedures or processes acquired by learners

Behavior and skills Technical skills or behaviors acquired by learners

Affective Learner’s attitude and motivation

Results Payoffs for the company

Return on investment Identification and comparison of learning benefits with cost

Criteria for choosing outcomes

◎ Relevance

◎ Reliability

◎ Discrimination

◎ Practicality

Relevance◎ Extent to which

the training outcomes are related to the learned capabilities in the training program

◎ Learned capabilities required to succeed in the program must be the same as those needed on the job

Outcomes measured in evaluation

Outcomes identified by

needs assessment

and included in training

objectives

Outcomes related to training objectives

Contamination Deficiency

Relevance

Reliability

◎ Degree to which the outcomes can be measured consistently over time

Discrimination◎ Degree to which the trainee’s

performance on the outcome actually reflects the true differences in performance.

Practicality

◎ The ease with which the outcome measures can be collected, i.e., the burdensomeness of collecting outcome measure

Evaluation Designs◎ The design of training evaluation

determines the confidence that can be placed results of the training.

◎ Is the training responsible for changes in evaluation outcomes or has it failed to influence the outcomes

Types of evaluation design

Solomon four-group

• Combines the pretest/posttest comparison group and the posttest-only control group design

Time series

• Outcomes are collected at periodic intervals both before and after training

Pretest/Post-test with

comparison group

• Both post-training and pre-training outcomes measured are collected

Post-test only

• Only post-training outcomes are collected

Factors influencing types of Evaluation Design

Change Potential

Importance

Scale

Purpose of training

Organization culture

Expertise

Cost