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Training & Development - Evaluating Effectiveness of Training


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

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Training & Development - Evaluating Effectiveness of Training

  1. 1. Training & Development Evaluating Effectiveness of Training M R Jhalawad
  2. 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. 3. Evaluating Effectiveness of Training 3 Training Course Training ProgramTraining System
  4. 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
  5. 5. Evaluating Effectiveness of Training 5 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
  6. 6. Evaluating Effectiveness of Training 6 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. 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. 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. 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. 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
  11. 11. Evaluating Effectiveness of Training 11 Approaches to Evaluation May be one or combination of the following: Pre Tests / Pro Tests Skill Demonstration Simulation Questionnaire Interviews
  12. 12. Evaluating Effectiveness of Training 12 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
  13. 13. Evaluating Effectiveness of Training 13 Thanks