Process of Training Evaluation

Before Training

The learner’s skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.

During Training

It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals

After Training

It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.

Types of Evaluation

Evaluations are normally divided into two, formative and summative

Formative evaluation is a method of judging the worth of a program while the program activities are in progress. This part of the evaluation focuses on the process.

They permit the learner and the instructor to monitor how well the instructional objectives are being met. This allows the learner to master the required skills and knowledge.

Summative Evaluation The summative evaluation is a method of judging the worth of a program at the end of the program activities. The focus is on the outcome.

Techniques of Evaluation

The various methods of training evaluation are:

Observation

Questionnaire

Interview

Self diaries

Self recording of specific incidents

Principles of Evaluation

Training need should be identified and reviewed concurrently with the business and personal development plan process.

There should be correlation to the needs of the business and the individual.

Organizational, group and individual level training need should be identified and evaluated.

Techniques of evaluation should be appropriate.

The evaluation function should be in place before the training takes place.

The outcome of evaluation should be used to inform the business and training process.

Evaluation Criteria

According to Hamilan there are five criteria by which evaluation of training can take place;

Reaction

Learning

Job Behavior

Organization

Ultimate Value

Reaction-Evaluate the trainees reaction to the program

Learning-In this trainer’ ability and trainees ability are evaluated on the basis of quantity of the content learned.

Job Behavior-This evaluation includes the manner and extent which the trainee has applied his learning to the job.

Organization-This evaluation measures the use of training earning and change in the behavior of the department in the form of increased productivity. quality and sales turnover etc.

Ultimate value-It is the measurement of the ultimate result of the contribution of the training program to the company goals like survival, growth and profitability etc.

Evaluation Design

Designing a successful training program involves a variety of people co-coordinating their efforts to achieve the desired outcome. Clients and end users of the program may be interviewed to determine the real training requirements.

Instructional designers will design and develop the program. Administrators will organize the training schedules and venue logistics. If the program incorporates e-learning components, information technology professionals will be involved at a number of points

For training program development, a phased systems approach is often referred to as the Instructional Systems Design (ISD) model. The benefits in using a structured phased approach is that the end product is more likely to meet the genuine needs of the client and other stakeholder groups. This approach also helps to ensure that no development activity is started before a necessary pre-activity is completed.

ADDIE Model

The most popular rendering of the specific phases using the ISD approach is the ADDIE model. In ADDIE model there are five phases ; Analyze, Design, Develop, Implement and Evaluate. Each phase is characterized by a set of activities and a project output in the form of a tangible deliverable..

Outputs and Activities associated with each phase may be summarized as follows:

Analyze

Clarify organizational and training program objectives.

Agree the scope of the training program.

Articulate training administration requirements.

Determine strategies for transferring learned skills to the workplace.

Detail project risks, opportunities and assumptions.

Investigate constraints in implementing the program, including technological, budget, timing and duration.

List training vendor/trainer selection criteria.

Determine the target participants, program entry requirements, participant characteristics and special needs.

Determine extent of training participant knowledge/skill assessment required.

Determine the tasks currently performed by target participants and level of performance required following the training.

Estimate program design, development, implementation and evaluation costs, effort required and schedule.

Design

Translate the program objectives into terminal and enabling learning objectives.

Quantify program development, implementation and evaluation costs and effort required.

Determine program structure and sequence.

Determine program duration and pace.

Decide program format and mode of delivery.

Specify type of participant assessments and assessment conditions.

Determine program evaluation methodology, data collection methods, timing and reporting formats.

Articulate transfer of learning methods and workplace support.

Define implementation and training administration requirements.

Develop

Develop communication packs for program stakeholders.

Develop session plans, trainer guides, learner guides and trainer and participant resources.

Develop trainer and on-the-job aids.

Develop coaching/mentoring guides and resources.

Develop technology infrastructure and software.

Develop participant assessments.

Develop project and program evaluation instruments.

Conduct pilot program to test that program meets client requirements.

Review implementation and evaluation costs, effort required and schedule.

Implement

Rollout program communications to stakeholders.

Produce program materials and aids.

Install technology infrastructure  and services.

Set up administrative databases and systems.

Install on-the-job aids.

Prepare coaches/mentors.

Book venue, accommodation and travel arrangements.

Set up venue and accommodation.

Schedule participants.

Conduct training sessions.

Implement training transfer strategies.

Conduct participant assessments.

Collect participant feedback.

Evaluate

Collect training program evaluation data.

Collect project evaluation data.

Review training program performance (number of employees trained, percent participants passed, participant satisfaction).

Review project performance (cost, schedule, scope, stakeholder satisfaction, project team satisfaction).

Report program and project performance results.

The phases of the ADDIE model are also iterative in that the learning’s resulting from the Evaluation phase are fed back in to the next project. In this way, each successive project may improve in its delivery of expected organizational benefits