Evaluation of Training Effectiveness

1
Evaluation of Training Effectiveness

• Mukesh Kumar, MoFMA, PGDIM, CAIIB, Dip in
  Treasury Inv Risk Mgmt, MBA (Human Resource
  Mgmt)

2

• Training is expensive
• Without training it is more expensive

3

• Training and Development
• is not welfare
• not for filling training hours
• not a tonic for mental health
• not an award given to make the employee happy.
• T D should be a part of business.
• T D should be aligned to vision, mission, values
  and strategy of organization

4
Tangible and intangible benefits

• Improved quality of work. 
• Higher productivity, Increased profits. 
• Reduction in employee turnover.
• Improved quality of work life.
• Improved human relations (e.g., improved vertical
  and horizontal communication)
• Increased sales.
• Fewer grievances.
• Lower absenteeism.
• Higher worker morale, Greater job satisfaction.

5
Training Evaluation

• It is a process of establishing a worth of
  something.
• The worth, which means the value, merit or
  excellence of the thing
• It refers to the benefits that the organization
  and the trainees receive from training

6
Kirkpatricks model

• Four Levels of evaluation
• Reaction
• Here your goal is to measure participants
  reactions to the training program. You should
  measure their reactions immediately after the
  program.
• Learning
• Change in KSA, take away from training
• Behaviour
• Did the training have a positive effect on job
  performance? Level three evaluation specifically
  involves measuring the transfer of knowledge,
  skills, and attitudes from the training context
  to the workplace.
• Results
• Training program led to final results, especially
  business results that contribute to the bottom
  line (i.e., business profits).

7
Why to Evaluate?

• To identify the programs strengths and
  weaknesses
• To assess whether content, organization, and
  administration of the program contribute to
  learning and the use of training content on the
  job
• To identify which trainees benefited most or
  least from the program

8
Why to Evaluate?

• To gather data to assist in marketing training
  programs
• To determine the financial benefits and costs of
  the programs
• To compare the costs and benefits of training
  versus non-training investments
• To compare the costs and benefits of different
  training programs to choose the best program

9
Who should evaluate the Training

• Organization
• Training Centre
• Trainer (Faculty)
• The Trainee

10
What can be evaluated

• The Plan
• The Process
• The product
• The evaluation of Plan
• Course Objectives
• Appropriate selection of participants
• Timeframe
• Teaching Methods

11
What can be evaluated

• The Process evaluation
• Planning Vs. Implementation
• Appropriate participants
• Effective use of time
• Teaching according to set objectives
• Observation by the teacher himself
• Observation by other teachers
• Questionnaire completed by students

12

• The Product evaluation
• -Changes in effectiveness
• Impact Analysis
• Achieving Targets
• Satisfying Interested Parties
• Improvement in process time
• Ability to cope with external changes

13
Evaluation process

• Pre training evaluation
• Ongoing evaluation
• Entry test
• Live evaluation- Mid course correction
• Exit test
• End term evaluation (Programme feedback)
• Post training evaluation

14
Measuring participants learnings

• 1. Measurement of knowledge
• -Pen paper test
• 2. Measurement of skill / competence
• -Practical test, performance tests
• 3. Measurement of change in attitude and values
• -Various instruments

15
Outcomes Used in Evaluating Training Programs (4
of 4)

• Return on Investment (ROI)
• Comparing the trainings monetary benefits with
  the cost of the training
• direct costs
• indirect costs
• benefits

16
To calculate return on investment (ROI), follow
these steps (1 of 2)

1. Identify outcome(s) (e.g., quality, customer
   satisfaction etc)
2. Place a value on the outcome(s)
3. Determine the change in performance after
   eliminating other potential influences on
   training results.
4. Obtain an annual amount of benefits (operational
   results) from training by comparing results after
   training to results before training (in absolute
   terms)

17
To calculate return on investment (ROI), follow
these steps (2 of 2)

• Determine training costs (direct costs indirect
  costs development costs overhead costs
  compensation for trainees)
• Calculate the total savings by subtracting the
  training costs from benefits (operational
  results)
• Calculate the ROI by dividing benefits
  (operational results) by costs
• The ROI gives you an estimate of the dollar
  return expected from each dollar invested in
  training.

18
Return on Investment

• Models outcome and training input
• Based on organisational parameters
• Training objective and evaluation parameter are
  to be aligned
• Resources and time
• Filtering impact of training

19
Road Blocks

• Time
• Bosses
• Cost
• Expertise
• Trainers

20

• THANK YOU