This presentation may serve the needs of working managers as well as students of HRM & HRD to some extent.

1. Training & Development
Evaluating Effectiveness of
Training
M R Jhalawad

2. Evaluating Effectiveness of Training 2
INTRODUCTION
Organizations invest time, money & resources
in learning programs
They expect some tangible benefits
Purpose is to evaluate effectiveness of
investment
In T & D process evaluation is a difficult task
If not done training will loose its credibility.
It is therefore A MUST

3. Evaluating Effectiveness of Training 3
Training Course Training ProgramTraining System

4. Evaluating Effectiveness of Training 4
Hamblen defines
evaluation as:
“Any attempt to obtain
information [feedback] on
effects of a training
program & to assess the
value
of training in light of that
information.
Definition of Evaluation

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Why Evaluation
To justify expenditure on future
programs
To compare effectiveness of different
approaches
To provide feedback to trainers about
performance & methods
Enable improvements to be made
Indicates to what extent objectives met
Can be motivational for learners

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Process – Evaluation of Effectiveness
This exercise has four main elements:
Participants response
enable to know
effectiveness of planning &
implementing
Demonstrates what the
training has indeed
achieved:
Attitude, skill, knowledge
Training should contribute
to business / organization
development
Show how training support
organization’s strategy,
demonstrate financial pay-
off
Response On-The- Job-Action
Business Focused Results Tracking Training Impact

7. Response
Highlights effectiveness of planning &
implementing
• Participants response enable to know:
 Program design & learning material:
Appropriate, Interesting, Usable
 Facilitator’s knowledge helpful, motivating
 Ability to apply new skills & knowledge on-
the-job
Evaluating Effectiveness of Training 7

8. On-The-Job-Action
Demonstrates what training has achieved
• Action taken to apply new:
Attitude, Skill, Knowledge
• How frequently & consistently learned skills are
applied
• Projecting results of action taken
Evaluating Effectiveness of Training 8

9. Business Focused Results
Training should contribute to business /
organization development
• What business focused results are being actually
achieved
•Training efforts integrated with organizational
goals
• Illustrate training values for continuous process
improvements
Evaluating Effectiveness of Training 9

10. Tracking Training
It is required to:
• Show how training supports organization’s
strategic direction
• Demonstrate that training does indeed have a
financial payoff
• Set a positive stage for training efforts
Evaluating Effectiveness of Training 10

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Approaches to Evaluation
May be one or combination of the following:
Pre Tests /
Pro Tests
Skill
Demonstration
Simulation
Questionnaire
Interviews

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Checklist for Evaluation of Effectiveness
To what extent identified training needs /
objectives achieved?
To what extent learners’ objectives achieved
What specifically learners learned
Commitments made to implement learning to
workplace
How successfully trainees transferred new knowledge
Support from line managers in implementing
actions?
Return on Investment [ROI] for organization

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Thanks