day-5 evaluation and control process 6 yes determine what to measure. measure performance. take...
TRANSCRIPT
DAY-5
Evaluation and Control Process6
Yes
Determine what to
measure.
Measure performance.
Take corrective
action.
STOP
NoDoes
perform- ance match
stand- ards?
Establish predetermined
standards.
1 2 3 4 5
TRAINING Evaluation
definition: “The systematic collection of descriptive
and judgmental information necessary to make effective training decisions related to the selection, adoption, value, and modification of various instructional activities.”
In Other Words…
Are we training: the right people the right “stuff” the right way with the right materials at the right time?
Purposes of Evaluation
Determine whether the program is meeting the intended objectives.
Identify strengths and weaknesses.Determine cost-benefit ratio.Identify who benefited most or least.Determine future participants.Provide information for improving HRD
programs.
Purposes of Evaluation-2
Reinforce major points to be made.Gather marketing information.Determine if training program is appropriate.Establish management database.
How Often are HRD Evaluations Conducted?
Not often enough!!!Frequently, only end-of-course participant
reactions are collected.Transfer to the workplace is evaluated less
frequently.
Two Basic Methods for Assessing Financial Impact
Evaluation of training costsUtility analysis
Evaluation of Training Costs
Cost-benefit analysis Compares cost of training to benefits gained such
as attitudes, reduction in accidents, reduction in employee sick-days, etc.
Cost-effectiveness analysis Focuses on increases in quality, reduction in
scrap/rework, productivity, etc.
Return on Investment
Return on investment = Results/Costs
Types of Training Costs
Direct costsIndirect costsDevelopment costsOverhead costsCompensation for participants
Direct Costs
Instructor Base pay Fringe benefits Travel and per diem
MaterialsClassroom and audiovisual equipmentTravel Food and refreshments
Indirect Costs
Training managementClerical/AdministrativePostal/shipping, telephone, computers,
etc.Pre- and post-learning materialsOther overhead costs
Development Costs
Fee to purchase programCosts to tailor program to organizationInstructor training costs
Overhead Costs
General organization supportTop management participationUtilities, facilitiesGeneral and administrative costs, such
as HRM
Compensation for Participants
Participants’ salary and benefits for time away from job
Travel, lodging and per-diem costs
Measuring Benefits
Change in quality per unit measured in unit currency Reduction in scrap/rework measured in currency cost
of labour and materials Reduction in preventable accidents measured in
currency ROI = Benefits/Training costs
HRD Evaluation Steps
Analyze needs.Determine explicit evaluation strategy.Insist on specific and measurable training
objectives.Obtain participant reactions.Develop criterion measures/instruments to
measure results.Plan and execute evaluation strategy.
RESOURCES
PERFORMANCE Learning Curve
Pre-Course
Course
Post-Course
Identify Training Needs
Plan and DesignTraining
ImplementTraining
PERFORMANCE
Assess and Evaluate
TRAINING
OBJECTIVES
Level 3Behavioural
Level 4Organisational
Level 1Reaction
Level 2Learning
E
F
F
E
C
T
S
Resources
Performance
Learning Curve
EFFICIENCY
EFFECTIVENESS
Performance
Resources
No Training
INEFFECTIVE TRAINING
Desired Standard of Performance
EFFECTIVE TRAINING
‘A’
Performance
Resources
Desired Standard of Performance
No Training
EFFICIENT TRAINING
‘A’ ‘B’
INEFFICIENT TRAINING
Summary
Training results must be measured against costs.
Training must contribute to the “bottom line.”
HRD must justify itself repeatedly as a revenue enhancer, not a revenue waster.
Reasons for Evaluating Training Reasons for Evaluating Training
Determine if program met objectivesDetermine trainee’s reaction to
program content and administrationDetermine benefits / costs of programHelp select the best program
Determine if program met objectivesDetermine trainee’s reaction to
program content and administrationDetermine benefits / costs of programHelp select the best program
Models and Frameworks of Evaluation
The most popular is that of D. Kirkpatrick: Reaction Learning Job Behavior Results
Kirkpatrick’s Four Levels
Reaction Focus on trainee’s reactions
Learning Did they learn what they were supposed to?
Job Behavior Was it used on job?
Results Did it improve the organization’s effectiveness?
Issues Concerning Kirkpatrick’s Framework
Most organizations don’t evaluate at all four levels.
WHAT ARE YOUR THOUGHTS?
Data Collection for HRD Evaluation
Possible methods:InterviewsQuestionnairesDirect observationWritten testsSimulation/Performance testsArchival performance information
ROLE OF TRAINING MANAGER
The training manager’s role in the training function will be to:-
1. Help implement Cadre Training Plan. 2. Organise studies for Identification of Training
Needs (ITN). 3. Suggest training strategy. 4. Develop departmental training policy. 5. Organise in-house Training/Seminars.
6. Nominate personnel for training. 7. Identify areas for Distance Learning material/Performance Aids. 8. Getting need based design developed. 9. Getting training material developed. 10. Costing of Training. 11. Liaison with Training Institutions.
12. Organise impact studies. 13. Managing training resources. 14. Organise On the Job Training (OJT). 15. Draft Terms of Reference (TOR) for contracting. 16. Prepare Annual Training Plan. 17. Develop and Maintain Training Information System (TIS).
Thank You
Training of the Trainers Programme (Pre-Test)Time allowed: 40 minutes Marks allotted: 5X8 =40
Attempt all the questions1. Differentiate between training and education2. An employee in the school has adequate knowledge of his
content and pedagogy but still not interested to perform. Whether training is an appropriate solution to the problem? Please elaborate your answer.
3. Why evaluation of training is necessary? Give five reasons4. State any seven methods of training. Elaborate any one of them.5. What problems a trainee is likely to face in transfer of training at
his workplace?6. State seven qualities of a good trainer7. Write a short note on the KVS’ training policy8. How training need analysis helps in training design and
evaluation
Other Frameworks/Models – 1
CIPP: Context, Input, Process, ProductCIRO: Context, Input, Reaction, OutcomeBrinkerhoff:
Goal setting Program design Program implementation Immediate outcomes Usage outcomes Impacts and worth