Training Evaluation

Training design Training design or instructional design is the process of creating a blueprint for the development of instruction.

Step1. Define purpose of the training and target audience

Step2. Determine participants’ needs

Step3. Define training goals and objectives

Step4. Outline training content

Step5. Develop instructional activities

Step6. Prepare the written training design

Step7. Prepare participant evaluation form(s)

Step8. Determine follow-up activities for the event

Step1. Define Purpose of the Training and Target Audience

Step2. Determine Participants’ NeedsSeveral ways to find out about the needs:

Written survey Random sample Review past training programs

Step3. Define Training Goals and Objectives Clarifying expected outcomes Outlining training content Planning specific training activities Selecting/developing materials Designing evaluation procedures Communicating program intent to

the training participants Ensuring that the training is realistic and appropriate for

the purpose intended

STEP4. Outline training content Introduction Learning components Wrap up and evaluation component

STEP5. Develop Instructional Activities Participants learning style Principles of adult learning Group size Trainer’s style Prior experience and /or education level of participants Type of skill or information to be presented

When deciding which activities to use, consider these questions:1. Do we know that this activity is effective?2. Have we used it before?3. Are we comfortable with this technique?4. Do we have the expertise to use it

effectively?5. Will we have the time, space and resources

needed to accomplish the activity?6. Will the activity encourage learning without

confusing participants?

STEP6. Prepare the Written Training DesignWritten document: A detailed plan of the training session, including goals and objectives. It consider: The skill expertise training style and comfort level etc.

STEP7. Prepare Participant Evaluation FormsIssues that the evaluation forms must addressed1. Did the participants acquire the knowledge and

skill that the trainer was supposed to provide?2. Were the trainers knowledgeable about training

content?3. Were the activities interesting and effective?4. Was the training format appropriate?5. Is more training on this or related topics

needed to support participants in their work?

STEP8. Determine Follow-up Activities for the Event Newsletters and web site posting Per observation and coaching Mentoring, Study groups Booster session Ongoing communication

Reasons of Evaluting TrainingReason 1 – Training evaluation enables you to identify ways in which you can improve your training.Reason 2 – Training evaluation enables you to determine that your training is aligned with business objectives.Reason 3 – Training evaluation enables you to demonstrate the value that training is adding.

Training Evaluation involves: Formative EvaluationEvalution that conducted to improve the training program. It ensure that Program well organized and run

smoothly Trainees learn and satisfied with

program Qualitative information Individual or in group • Pilot testing: A process of reviewing

the training program with potential trainee and manager or other customer

Summative EvalutionEvalution that conducted to determine the extent to which trainee have changed as a result of participating in training program Measure monetary

benefits Quantitative information

Why a training program should be Evaluated ?• To identify the program's strengths

and weaknesses• To assess weather the content,organization and administration of the program contribute to learning and the use of training content on the job• To identify which trainees

benefited most or least from the program

• To gather data to assist in marketing training program

• To determine the financial benefits and cost of the program

• To compare the cost and benefits of training versus non-training investments

• To compare cost and benefits of different training program to choose the best program

• Overview of the evaluation process:• Training evaluation must be consider by managers and trainers before

training has actually has actually occurred

• The Evaluation process

• Need assessment helps identifying what knowledge ,skills, behavior or other learned capabilities are needed.

• Helps in identifying where the training is expected to have an impact .

• Help focus the evaluation by identifying :1. The purpose of program2. Resources needed(human, Financial and company)3. Outcomes that will provide evidence that training program has been effective

• The more specific and measurable these objectives are the easier it is to identify relevant outcomes for the evaluation

• It is also important to consider the expectation of those individuals who support the program and have an interest in it (trainees ,managers and trainers)

• Analysis the work environment to determine the transfer of training can be useful to determine how training content will be used on the job .

• Based on the learning objectives and analysis of transfer of training ,outcome measures are designed to assess the extent to which learning and transfer have occurred.

• Outcome can be:• Learning acquisition of skills ,knowledge and ability• Behavior Improvement in behavior• Results business results achieved• Reactions satisfaction

Factors such as

Should be considered in choosing a design.

Factors

1 Expertise can a complex study be analyzed?

2 Timeframe How quickly the information is needed ?

3 Change potential

can program be modified?

4 Organizational culture

Is demonstrating results parts of company norms and expectations?

• it involves previewing the program (formative evaluation) as well as collecting training outcomes according to the evaluation design .

• The result of the evaluation are used to modify or gain additional support for the program

• Result of evaluation should be used to encourage all the stakeholder in training program to design or choose training that helps the company meet its business strategy and helps managers and employees to meet their goals

Return on investment Return on investment (ROI) is a measure of the monetary benefits obtained by an organization over a specified time period in return for a given investment in a training programmed.Calculating return on investment ROI= (Benefit/cost)x100

Steps for calculating ROIIdentify outcomePlace a value on the outcomeDetermining the change in performanceObtain a annual amount of benefitDetermine the training costCalculate total saving by subtracting training

cost from benefits.

Determining return on investment In this me section discuss;Cost benefit analysis: in this situation it is the process of determining the economic benefits of a training program using accounting method that looks at training cost and benefits. Training cost: training cost is important for several reason; To understand total expenditures for training. To compare cost of alternative training programmed. To evaluate the proportion of money spent on training. To control costs.

Determining cost: in these we have several categories which is as follows;Design and development costPromotional cost Administration costFaculty costMaterial Facility Student cost

Determining benefits: A number of method may helpful in identifying the benefits of training:Technical, academic and practitioner literaturePilot training programObservation estimation

Determining cost for cost benefit analysis:

Determining benifit for cost benifit analysis:

Examples of return on Investment Industry Bottling company

large commercial bank electric and gas utility oil company health maintenance organization

Training ProgramWorkshop on manager roleSale training

Behavior modification

customer services

Team training

ROI15:1

21:1

5:1

4:8:1

13:7:1

Utility analysis:Cost-Benefit analysis method that involves

assessing the dollar value of training based on: Estimates of the difference in job performance

between trained and untrained employees The number of individuals trained The length of time a training program

Practical consideration in determining ROITraining programs best suited for ROI analysis: Have clearly identified outcomes Are not one time events Are highly visible in the company Are strategically focused