Conceptual Developments in Evaluation of Training Effectiveness & Feedback

1. Conceptual Developments in Evaluation of TrainingEffectiveness & Feedback Dr. Shulagna Sarkar Assistant Professor , Jt. Coordinator – PGDM – HRM IPE, Hyderabad

2. EVALUATION OF TRAINING EFFECTIVENESS – THE SOLUTION

3. Why Should A Training Program Be Evaluated? • Identifying the program’s strengths and weaknesses • Assessing whether content, organization, and administration of the program contribute to learning and the use of training content on the job • Distinguishing trainees who benefited most or least from the program • Determining the financial benefits and costs of the programs • Comparing costs and benefits of training versus non-training investments • Comparing costs and benefits of different training programs to choose the best program

4. Challenges • Setting the right objectives and meeting those those objectives • Communicating outcome expectations to trainers as well as trainees. • Cooperation from each participants and people involved. • Change in Attitude: Shift from evaluation of the person to evaluation of the correctness of the program • Removing TRAINING WASTE - training that isn't needed is conducted, and the required training or other solution that would be truly beneficial is not even identified.

5. Introduction • Training effectiveness refers to the benefits that the company and the trainees receive from training • Training outcomes or criteria refer to measures that the trainer and the company use to evaluate training programs • Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective • Evaluation designrefers to from whom, what, when, and how information needed for determining the effectiveness of the training program will be collected

6. Evaluation Formative evaluation – evaluation conducted to improve the training process • Helps to ensure that: • the training program is well organized and runs smoothly • trainees learn and are satisfied with the program • Provides information about how to make the program better Summative evaluation – evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program • May also measure the return on investment (ROI) that the company receives from the training program

7. What can be evaluated Remember 3 Ps • The Plan • The Process • The Product – The training

8. How to evaluate the Plan • Course Objectives • Appropriate selection of participants • Timeframe • Teaching Methods

9. How to Evaluate the Process • Planning Vs. Implementation • Appropriate participants • Appropriate time • Effective use of time • Imparting training according to set objectives

10. How to Evaluate the Product • Is only evaluation of the product sufficient? • Time • Ultimately all stages require evaluation in any case • Changes in effectiveness • Impact Analysis • Achieving Targets • Attracting Resources • Satisfying Interested Parties

11. Kirkpatrick’s Four-Level Framework of Evaluation Criteria

12. 0 Only by assessing each level can we yield actionable results Level 4 - ResultsWas it worth it? Level 3 - BehaviorKSA being used on the job? Check Requirements, Systems and Processes Level 2 - KnowledgeDid they learn anything Check Performance Environment Level 1 – Reaction Was the environment suitable for learning? Improve Knowledge/Skill transfer Improve Learning Environment

13. Outcomes Used in Evaluating Training Programs: • Return on Investment (ROI) • Comparing the training’s monetary benefits with the cost of the training • direct costs • indirect costs • Benefits

14. Return on Expectations: (ROE) • Showing the value of training begins before the program even starts. • The end is the beginning. • Value must be created before it can be demonstrated. • "Trainers must begin with desired results and then determine what behavior is needed to accomplish them. Then trainers must determine the attitudes, knowledge, and skills that are necessary to bring about the desired behavior(s). The final challenge is to present the training program in a way that enables the participants not only to learn what they need to know but also to react favorably to the program."

15. Achieving Targets • Productivity • Processing Time • Profit • Operating Cost • Rates of meeting deadlines • Cost/Income ratio • % of tasks incorrectly done • Level of variation in product • Ability to cope with circumstances • Time to reach job competency • levels of supervision required • Frequency and costs of accidents

16. CIRO Model • Context • Input • Reaction • Outcomes – Immediate, Intermediate and Ultimate Outcome • Cognitive outcome • Skill based outcome • Affective outcome

17. CIPP Model • Content • Input • Process • Product

18. Hamblin’s Model • Reaction Level: It measures the reactions of the trainees to the content and methods of the training, not the trainer, and to any other factors perceived as relevant. It determines what the trainee thought about the training. • Learning Level: It measures the learning attitude of the trainees during the learning period. It collects information that did the trainees learn what was intended.

19. Job Behavior Level: The job behavior of the trainees in the work environment at the end of the training period i.e. did the training got transferred to the job? • Effect on the Department: Has the training helped the trainees in improving the department’s performance? • The Ultimate Level: It measures that has the training affected the ultimate well being of the organization in terms of the business objectives.

20. Kaufman’s Five level

21. Outcomes Used in Evaluating Training Programs: • Return on Investment (ROI) Comparing the training’s monetary benefits with the cost of the training • direct costs • indirect costs • Benefits • Simple ROI = Gains – Investment costs Investment costs • ROI = Learning Experience + Work Environment = Business Results

22. Savings CONTI. Cost of training Facilitators fees Training design Course Material Videos – Workbooks Facilities rental (taking into account the opportunity cost) Equipment rentals Production downtime • Fewer errors • Reduced customer turnover • Less equipment downtime • Increased revenue collection • Faster equipment start – up time • Reduced employee turnover • Higher workplace morale • Reduced recruitment cost • Less time loss to grievance hearings

23. Factors That Influence the Type of Evaluation Design

24. The key lies in developing a Training PlanTraining plan sets the platform for evaluating training programs.

25. Thank you… !!!