Training Evaluation

By

Dr Syed Israr
Aga Khan university
Karachi, Pakistan

Session Objectives:
a. To define training evaluation
b. To discuss the purpose of training
evaluation
c. To Identify different types of training
evaluation
d. To review and critique training
evaluation tools

Training

Involves learning
implies learning to do something
it results in things being done
differently

A Model Of training Based Upon Improving Effectiveness

1. What aspects of organizational 2. How are the levels
effectiveness or performance
of effectiveness or
are to be changed performance to be
measured
6. Training/Learning activities
3. What behaviors are
necessary to achieve
these levels
5. Is there a need for learning
4a. What knowledge, skills and attitudes
are needed to support these behaviors
4b. What aspects of supervision, job design
or structure need to be changed

Evaluation
It is a process of establishing a worth of
something.
The worth, which means the value,

merit or excellence of the thing

Evaluation is a ..
State of
mind, rather
than a set of
techniques

Purpose of Evaluation
Feedback - on the effectiveness of the
training activities
Control - over the provision of
training
Intervention - into the organizational
processes that affect training

Benefits of Evaluation
Improved quality of training activities
Improved ability of the trainers to relate inputs to
outputs
Better discrimination of training activities between those
that are worthy of support and those that should be
dropped
Better integration of training offered and on-the job
development
Better co-operation between trainers and line-managers
in the development of staff
Evidence of the contribution that training and
development are making to the organization

What can be evaluated

Remember 3 Ps
The Plan
The Process
The Product

How to evaluate the Plan

Course Objectives
Appropriate selection of
participants
Timeframe
Teaching Methods

How to Evaluate the Process

Planning Vs. Implementation

Appropriate participants
Appropriate time
Effective use of time
teaching according to set
objectives

Methods for Process Evaluation

Observation by the teacher
him/herself
Observation by other teachers
Questionnaire completed by students
Evaluation discussion by students
Staff meetings

How to Evaluate the Product

Is only evaluation of the product sufficient?
Time
Ultimately all stages require evaluation in any case

Triangulation technique
Changes in effectiveness
Impact Analysis
Achieving Targets
Attracting Resources
Satisfying Interested Parties

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

Attracting Resources
Increase in number of
clients
New markets entered
New branches opened
Ability to cope with
external changes

Increase in the pool of

trained staff
skills for future job
requirement developed
Flexibility in meeting
changing customers
requirements
improvements in the
competencies

Satisfying Interested Parties

Clients complaints
Product or service
quality
Awareness of
clients problems

Program image
surveys
Clients relations
surveys
Surveys within the
organization
On-time deliveries

Training and the workplace

Framework of Kirkpatrick
1

WORK
PLACE

TRAINING

Reactions

Results

Learning
Behavior

The question that we should be

asking is not Why Evaluate
Training?
But
Can we afford not to evaluate
training activities