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Training & Development
Assessment Methods
M R Jhalawad
Evaluation Methods 2
Evaluation is a continuous process
We will discuss six evaluation models
Introduction
Evaluation is a critical step of training event
Evaluation occur before, during & after training
Evaluation apprise investment in learning
Evaluation is measurement of training outcome
Evaluation Methods 3
The CIRO Model The Leatherman Model
The Hamblin Model Phillip Model: An ROI Model
The Krikpatrick Model Hodges Model
1970 1996
1974 1997
1976 1999
Assessment Methods
Evaluation Methods 4
The CIRO Model
The Focus is on:
If problem has learning solution.
What would be objectives?
Learning structure, media, & methods used
Reactions of participants on training event
To which extent objectives achieved
1. Content Evaluation
2. Input Evaluation
3. Reaction Evaluation
4. Outcome evaluation
Evaluation Methods 5
•Trainees’ reaction •Content & methods learning
Reaction
•Before & after the event•Trainees learned what was intended
Learning
•Job behavior at work•Learning transferred to workplace
Job Behavior
•Effect in terms of cost benefit analysis
Functioning
•Learning affected organization’s well being & profitability
Ultimate Value
Hemblin Model: Suggest five levels of evaluation
Evaluation Methods 6
• Participant’s satisfaction• Perception of its quality & relevance• Disputed whether reaction show effectiveness
Reaction
• whether participants have observed contents of training• Measure actual learning achieved
Learning
Behavior
• Relates to learning & job behavior / performance• Any change initiated in terms of behavior / performance
Measure business impact of organization
Result
Krikpatrick Model: Measure four dimension of outcome
Evaluation Methods 7
Leatherman Model - Suggests how & when evaluation can & should be done
Within-Training Evaluation
• Discussions with trainees how they view training.
• What should be done more of, less of
Terminal Evaluation
• May be carried out by discussions
OrTrainees
complete standard evaluation form
Post – Learning Evaluation
• Measures final outcome of training.
• It is difficult stage involving various problems
Evaluation Methods 8
Philips Model: An ROI Model
Included one more element to Krikpatrick model
He called extra element as ‘Return-on-investment’
Seek monetary value of results & cost of program
Calculation formula is:Net program benefit / program cost X 100
It is time consuming exercise
Evaluation Methods 9
Hodges Model of Evaluation: Called “Components for HRD Evaluation,” uses 3 framework
1. Need Assessment
• Determination of objective based on need analysis• Objective & assessment closely related• If objectives vague, difficult to evaluate
2. Formative Evaluation
• Important step to complete when program is ready but before conducting actual training
Evaluation Methods 10
3. Summative Evaluation
Reaction Evaluation Were they satisfied?
Learning Evaluation
Performance Evaluation
Did they learn?
• Were they able to use it? • Were they successful in
using it?
Impact Evaluation• What impact has it had?• Was there a financial return?
Evaluation Methods 11
An Example of Reaction Evaluation QuestionnaireTitle of Training / Development program:_______________________
Trainer[s]: ________________ Date: ______________Participant: ______________________ Dept: ____________Que. 1 To what extent do you agree with the following statementAnswer on a scale of 1 to 5. [5 strongly Agree, 1 strongly Disagree It was a good use of my time 1 2 3 4 5
The content was relevant to me
The objectives were clearly stated
Stated training objective were fully achieved
I was encouraged to actively participate in the training
Training methods were effective
Evaluation Methods 12
Que. 2 Circle up to four words below which best sum up overall opinion of this learning experienceInteresting Challenging Exciting Boring Confusing
Difficult Practical Theoretical Irrelevant UsefulInnovative Complicated Nothing new Exhausting
Que. 3 Overall rating of the training programIneffective Very Effective
1 2 3 4 5
Ineffective Very Effective1 2 3 4 5
Que. 4 Overall rating of the trainer
MANAGEMENT LESSON
PUT THE GLASS DOWN
Study this small story.Hope that makes aBIG change in YOU.
A Professor began her class by holding upa glass with some water in it.She held it up for all to see & asked the students:
“How much do you think this glass weighs?”'50g!' .... '100g!' ..... '125g‘ ?the students answered,“I really don't know unless I weigh it,”said the professor,“but, my question is:What would happen if I held it up like this for a few minutes?”'Nothing' …..the students said.
'Ok what would happen if I held it up like this for an hour?' the professor asked.'Your arm would begin to ache' said one of the student.
“You're right, now what would happen if I held it for a day?”“Your arm could go numb, you might have severe muscle stress & paralysis & have to go to hospital for sure!” … ventured another student & all the students laughed …“Very good, But during all this, did weight of the glass change?” asked the professor.‘No’…. was the answer.
“Then what caused the arm ache &the muscle stress?”The students were puzzled.“What should I do now to come out of pain?”asked professor again.
‘Put the glass down!’ said one of the students.“Exactly!” said the professor.Life's problems are something like this.Hold it for a few minutes in your head & they seem OK.Think of them for a long time & they begin to ache.Hold it even longer & they begin to paralyze you.You will not be able to do anything.
It's important to think of the challenges or problems in your life, but EVEN MORE IMPORTANT is to‘PUT THEM DOWN’at the end of every day beforeYou go to sleep.That way, you are not stressed,you wake up every day fresh &strong & can handle any issue,any challenge that comes your way!
So, When you go home today, Remember my friends to …
'PUT THE GLASS DOWN TODAY!'Wish you all good luck in your
career & stress free life
Evaluation Methods 21
THANKS