TRAINING EVALUATION

TRAINING EVALUATION

BY:SHIRISHSHIVAMNIKITADHRUV

OBJECTIVE

• Introduction(What ,Why ,When & How )• Kirkpatrick's Model• Defects & Improving of 4 levels.• Case INTEL corporation• Findings

INTRODUCTION• Training: Involves learning. Implies learning to do something. It results in things being done differently.

• Evaluation: Process of establishing a worth of something. The ‘worth’, which means the value, merit or excellence of the thing.

• What is Training Evaluation Training evaluation is a continual and systematic process of assessing

the value of a training program, a course, an activity or an event.

Why training evaluation

• To define training objectives more sharply as these objectives are related to the objectives of an organization.• Get rid of unnecessary training content.• Ensure that the training meets the requirements of trainees.• Reduce training cost.• To know whether learning has taken place or not.• To improve training for future participants.

When should it be evaluated Evaluation may be either summative or formative• Formative evaluation is the on-going process of assessing (need assessment and then implementation.)• Summative evaluation is usually done soon after the end of the programme (outcome and impact).

How training evaluation• Kirkpatrick's Model• Jack Philips Model

Kirkpatrick's Model

• REACTION • LEARNING • BEHAVIOUR • RESULT

The four levels of Kirkpatrick's evaluation model essentially measure:

• Reaction of participants - what they thought and felt about the training.

• Learning - the resulting increase in knowledge or capability. - seen by Change of attitude, Development of abilities and skills, Obtained knowledge.

- evaluated with the help of Individual evaluation, Comparison of a preliminary and a final evaluation, Using a control group for comparison.

• Behaviour - extent of behaviour and capability improvement and implementation/application. (The desire to introduce changes in one’s own work, The readiness to use the obtained skills, The support or direct help from the side of the leadership, The support of the positive changes in the behaviour of staff members.)

•Results - the effects on the business or environment resulting from the trainee's performance.

Jack Phillips' Five Level ROI Model

Building upon the Kirkpatrick model, Jack Phillips added the fifth level the Return on Investment (ROI) produced by a training course using the financial formula:

DEFECT AND IMPROVEMENT

DEFECTS Technological.

Age. IMPROVEMENT

Motivation, not Reaction.Performance, not Behavior.

FILLING TO BETTER MODEL

• RESULT.• PERFORMANCE.• LEARNING.• MOTIVATION.

• Intel compromise of the KIRKPATRICK model.• Impact. • Intel applies the analysis to their training

program.• Evaluation after training.

• Munc.T sang(1999) Pre employee training is more expensive then in

service training• Ahmad Al Athari(1997) Most populartrining evaluation technique is

questioner.