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8 EvaluationofHRDProgram
8 EvaluationofHRDProgram
8 EvaluationofHRDProgram
Jayendra Rimal
The Purpose of HRD Evaluation
HRD Evaluation – the systematic collection of descriptive
and judgmental information necessary to make effective
training decisions related to the selection, adoption and
modification of various instructional activities.
Evaluation can serve a number of purposes, among them:
– Determine whether a program is accomplishing its objectives
– Identify the strengths and weakness of the HRD program
– Determine the cost-benefit ratio of an HRD program
– Decide who should participate in future HRD programs
– Identify who benefited the most or least from the program
– Reinforce major points to be made for the participants
– Gather data to assist in marketing future programs
– Determine if the program was appropriate
– Establish a database to assist the management in making decisions
(Level 1) Reaction – (Affective) How well did the trainees like the training?
- (Utility) What was the perceived usefulness from the
training?
(Level 2) Learning – How much did the trainee learn from the training?
CIRO (Warr)
• Also known as the Context, Input, Reaction, Outcome
model
• The context, input and product evaluation same as CIPP
• Emphasizes trainee reaction to improve the training
program
Models and Frameworks of Evaluation
Brinkeroff’s six stages
• Goal setting: What is the need?
• Program design: What will work to meet the need?
• Program implementation: Is it working, with the focus on
the implementation on the program?
• Immediate outcomes: Did participants learn?
• Intermediate or Usage outcomes: Are the participants
using what they learned?
• Impacts and worth: Did it make it worthwhile difference
to the organization?
This model suggest a cycle of overlapping steps, with
problems identified in one step possibly caused by things
occurring in previous steps.
Models and Frameworks of Evaluation
Systems Approach (Bushnell)
• Input: What goes into the training effort? Consisting of
trainee qualification and trainer ability.
• Process: The planning, design, development and
implementation of the HRD program
• Output: Trainee reactions, knowledge and skills gained
and improved job behavior
• Outcomes: Effects on the organization, including profits,
productivity and customer satisfaction
This model states that evaluation measurement can and
should occur between each of the stages as well as
between the four stages to ensure good design and to
ensure program meets its objectives
Data Collection for HRD Evaluation
Collection of evaluation data helps decision makers with the
facts and judgments upon which decisions can be based.
Some of the methods are:
• Interview: Conversation with individuals to assess their
opinions, observations and beliefs
• Questionnaire: Standardized set of questions intended to
assess opinions, observations and beliefs
• Direct Observation: Observing a task or set of tasks as
they are performed and recording what is seen
• Tests and simulations: Structured situations to assess an
individuals knowledge or proficiency to perform
• Archival performance data: Use of existing information,
such as files and reports
Data Collection for HRD Evaluation
When dealing with data collection some vital issues that
needs to be considered are: