HUMAN RESOURCE DEVELOPMENT

PRESENTATION

“Concept, Need and Evaluation of

Training Effectiveness”

BY

KRISHNANUNNI TU NO 21

Conducted internally and externallyNeeds of personal and demands of situationInefficient training program may create loss to

organizationServe the identified purposes

TRAINING IS………

Difficulty in meeting objectivesChange management is problematicDemotivated staffUnderdeveloped staff

WHY TRAINING???????????

EVALUATION

Evaluation involves the assessment of the effectiveness of the training programs.

How well the training inputs are serving the intended purpose

3 kinds of training outputs Relating to course planning, relevance,

comprehension and whatever goes on in the teaching programme and the environment.

The utilisation of what is learnt on the job, i.e. transferring the classroom learning to the job in terms of skills, competencies, decision making, problem-solving abilities and relationships and the like.

The changes in the mind set such as work related attitudes, values,interpersonal competencies and personal attributes.

The Evaluation ProcessConduct a Needs Analysis

Develop Measurable Learning Outcomes and Analyze Transfer of Training

Develop Outcome Measures

Choose an Evaluation Strategy

Plan and Execute the Evaluation

PURPOSE OF EVALUATION

The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the

objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. 

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

PURPOSE OF EVALUATIONIdentifying strength and weaknessSuccess analysisCost benefit analysisAssisting in marketing future programmesClarity, validity of exercisesReinforce major points in accordance with

needsDatabase for decisions

Personal expectations and learning objectives

Assessing effectivenessValue of time spent in developing

knowledge and skills.

AffectiveOutcomes

ResultsReturn onInvestment

CognitiveOutcomes

Skill-BasedOutcomes

Outcomes Used in Evaluating Training Programs

REACTIONLEARNINGPERFORMANCERESULTS

Donald L Kirkpatrick’s "Four steps

to measuring training effectiveness

Level 1 – Reaction To what extent did the participants find the training useful, challenging, well-structured, organized, and so on?

Level 2 - LearningTo what extent did participants improve knowledge and skills and change attitudes as a result of the training?

Level 3 - BehaviourTo what extent did participants change their behavior back in the workplace as a result of the training?

Level 4 - ResultsWhat measurable organizational benefits resulted from the training in terms such as productivity, efficiency and sales revenue?

THANK YOU