FACULTY OF MANAGEMENT STUDIES (MLSU) UNIT 5 TOPIC TRAINING EVALUATION BY : Ms TANUJA SINGHAL FOR : CMAT 3rd SEM HUMAN RESOURCE TRAINING AND DEVELOPMENT Training Evaluation Training evaluation is the systematic process of analyzing if
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FACULTY OF MANAGEMENT STUDIES (MLSU) UNIT = 5
TOPIC – TRAINING EVALUATION BY : Ms TANUJA SINGHAL FOR : CMAT 3rd SEM HUMAN RESOURCE TRAINING AND DEVELOPMENT<br>
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Training Evaluation Training evaluation is the systematic process of analyzing if training programs and
initiatives are effective and efficient. Training evaluations usually cover questions
like "Was the topic discussed at the right level of complexity for your background?"
and "Did the facilitator demonstrate a good understanding of and effectively
delivered the program material?", among others. Trainers and human resource
professionals use training evaluation to assess if employee training programs are
aligned with and meet the company’s goals and objectives. Training evaluation basically helps with the discovery of training gaps and opportunities in training employees. It collects information that can help determine improvements on training programs and help trainers decide if certain programs should be discontinued. The training evaluation process is essential to assess training effectiveness, help improve overall work quality and boost employee morale and motivation by engaging them in the development of training programs.<br>
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Levels Of Training Evaluation
1. Pre-Training Evaluation
2. Intermediate Training Evaluation
3. Post-Training Evaluation 1. Pre-Training Evaluation
In this stage, an evaluation is made in the beginning of the training programme in order to understand the expectations of the trainees from the training programmes and the extent to which they have understood its objectives. This step enables the training segment to modify the training curricula in such a way that the objectives of the training programme are aligned to those of the trainees.<br>
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2. Intermediate Training Evaluation
Training and development segment wants to ensure that training is progressing as expected. Mid-course corrections can be made in the event of deviation from the envisaged objectives. For example, if trainees perceive that a training programme is aimed at building communication skill is more theory-oriented, rather than practice-oriented, the feedback may be useful to modify the instruction method. Thus, it serves as a verifying tool.
3. Post-Training Evaluation
The criteria used for assessing the impact of training programme include Reaction, Learning, Behaviour and Results.<br>
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Training Evaluation Methods 1. Satisfaction and Participant reaction
Satisfaction evaluation is the most basic measure for assessing the success rate of any training. For the purpose, the trainer, usually, hands out a survey at the end of the course to test the reaction of the participants. Most of the time, it covers common questions like whether the participants enjoyed the training or did they like the trainer.
2. Knowledge Acquisition
Knowledge acquisition is the second level of the training evaluation and involves the examination as the attachment of the training course to check how much the participants have learned from the training course. It is a fact that most of the participants take training seriously only if they know that they are required to demonstrate the concepts that they have learned during the training.<br>
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3. Behavioral Application
This method demonstrates the level to which the participants apply their newly acquired
knowledge in their real life and real-world problems. This provides crystal clear evidence
of who is applying the knowledge, where the knowledge is being applied and for what
purposes. This can assist the management to avoid any misapplications.
4. Measuring the Business Improvement
The primary objective of nearly all the organizations arranging the training courses is to
generate a particular business improvement. So, it means that we can assess the success
level of a training program by the improvement made in that particular field, once the
training is complete and the participants are ready to apply their knowledge for the cause
of development of the brand.
5. Return on Investment (ROI)
This training evaluation methods is related to the measurement of return on investment.
It deals with training regarding costs and returns. Costs like those of the course fee,
facility fee, staff management and their wages, time used for the training the participants
and returns like the business improvement, increased number of conversions and
financial gains, both short term and long term net gains.<br>
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Principles of Training Evaluation Evaluation specialist must be clear of the training program and also about the goals and purposes of evaluation.
2. Evaluation should be continuous.
3. Evaluation must be specific.
4. Evaluation must provide the means and focus for trainers to be able to appraise themselves, their practices, and their products.
5. Evaluation must be based on objective methods and standards.
6. Realistic target dates must be set for each phase of the evaluation process.<br>
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Need For Training Evaluation
1. To justify the role of training, considering budget availability and cutback situations
2. To improve the quality of training for employee development, training delivery,
trainer deployment, duration, methodology, etc.
3. To assess the effectiveness of the overall programme, quality, and competency of the trainer.
4. To justify the course through cost-benefit analysis and ROI approach ,The evaluation data once collected takes many forms and is highly valuable. 6. Provide feedback on whether the training or development activity is effective in achieving its aims. 5. Provide information on how to increase the effectiveness of current or later development activities.<br>
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Methods of Evaluating the Effectiveness of a Training Programme 1. Assessment of trainers’ comments and reactions to the training programme after the training is over.
2. Observation of trainees during the training programme.
3. Comparing on-the-job performance of the trainees before and after training.
4. Collection of opinions and judgements of trainers, superiors and peers.
5. Giving oral and written tests to trainees to find out how far they have learnt through the training programme.
6. Cost-benefit of the training programme.<br>
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7. Measurements of levels in employees absenteeism, turnover, productivity, wastage or scrap of materials, accidents, breakage of machinery during pre-training period and post-training period.
8. Evaluation of trainees skill level before and after training.
9. Collection of opinions of the trainees subordinates regarding their job performance and behaviour.
10. Collection of information through evaluation forms duly filled up by the trainees.<br>
