Evaluation of a Training Program


The specification of values forms a basis for evaluation. The basis of evaluation and the mode of collection of information necessary for evaluation should be determined at the planning stage. The process of training evaluation has been defined as any attempt to obtain information on the effects of training performance and to assess the value of training in the light of that information. Evaluation helps in controlling and correcting the training programs. Hamblin suggested five levels at which evaluation of training, can take place viz., reactions learning, job behavior organization and ultimate values.

Reactions:

Trainee’s reactions to the overall usefulness of the training including the coverage of the topics, the, method of presentation techniques used to clarify things often throw light on the effectiveness of the program. Potential questions to trainees might include: (1) what were your learning goals for the programs? (2) Did you like this program? (3) Did you like this program? (4) Would you recommend it to others who have similar learning goals? (5) What suggestions do you have for improving the programs? (6) Should the organizations continue to offer it?

Learning:

Training programs and trainer’s ability are evaluated on the basis of quantity of content learned a time in which it is learned and learner’s ability to use or supply the content learned.

Job behavior:

This evaluation includes the manner and extent to which the trainee has applied his learning to his job.

Organizations:

The evaluation measures the use of training, learning and change in the job behavior of the department / organization in the form of increased productivity, quality, morale, sales turnover and the like.

Ultimate value:

It is the measurement of ultimate result of the contributions of the training programs to the company goals like survival, growth, profitability etc and to the individual’s goals like development of personality and social goals like maximizing social benefits.

Decision Points in Planning, Training, Evaluation:

They are:

1) Should an evaluation be done? Who would evaluate?
2) What is the purpose of evaluation? There are mainly two purposes of doing evaluation. They are justification evaluation and determination evaluation. Justification evaluations are undertaken as reactions to mandate other purposes that will make evaluation efforts more fruitful. These purposes include training needs assessment program improvements and impact evaluation.
3) What will be measured? The focus of the evaluation will be on training and delivery program content, materials, impact of training on individuals though learning behavior or performance change. Learning can measured through pre test and post tests. Evaluate the effects of training after the trainee returns to the workplace using changes in between or the work results as indicators.
4) How comprehensive will the evaluation be? The scope or the duration and comprehensiveness of the evaluation are influenced by available support, communication and evaluation purpose.
5) Who has the authority and responsibility? Who has the authority and responsibility at different stages of evaluation will be determined by the factors like personnel, credibility of internal staff, and communication objectivity of internal staff to do an evaluation regardless of results.
6) What are the sources of data? The most common sources of evaluation data are reactions opinions and /or test results of the participants managers, supervisors, production records, quality control, financial records, personnel records, safety records etc.
7) How will the data be collected and compiled? Data can be collected before training for need analysis or pre testing purposes, during programs to make improvements along the way and after training for evaluation. Next step is selection of treatment or control groups and determination of nature of samples. Data can be compiled either manually or by computers.
8) How will the data be analyzed and reported? First reporting issue is concerned with audiences like participants or trainees, training staff, managers’ customers etc. Second and third issues are concerned with analysis and results and accuracy policies and formats respectively.

Source: HRM


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