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T r a i n in g
E V A L UATI ON
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What is
The process of appraising somethingcarefully to determine its
value.
In HRD, it means judging the WORTH ofplanned learning
experiences.
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1. To contribute to decisions about program installation
2. To contribute to decisions about program
continuation, expansion or Cerfification
3. To contribute to decisions about programmodification
4. To obtain evidence to rally support the program
Purpose of
5. To obtain evidence to rally opposition to aprogram.
6. To identify the impact of training
interventions on individual and
organizational effectiveness.
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The of training is LEARNING
that leads to improved individualand
organizationaleffectiveness.
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1. Evaluation design and plans
2. Evaluation Instruments3. Evaluation findings, conclusions
and
recommendations
4. Evaluation process
5. Evaluation feedback
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Eaction
Earning
EhaviorEsults / Productivity
Ottomline
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LEVEL I : EVALUATING PARTICIPANTS
REACTION
PURPOSE
Help ensure against decisions based on comments of a
few very satisfied or disgruntled participants.
Gauge initial reception of participants which provides agood
atmosphere for learning the material.
DEFINITION
REACTION refers to the mental and emotional
response of the participant to the training program, which
may include response to the subject matter content and
method, materials, trainer, instruction and facilities.
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LEVEL I : EVALUATING PARTICIPANTS
REACTION
METHOD
Survey
Observation
DATA GATHERING TOOLS
Questionnaire (Post Course Evaluation)
Observation Checklist
Interview
Climate Barometer
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LEVEL II : EVALUATING PARTICIPANTS
LEARNING
PURPOSE
To provide objective and quantifiable indicators of
how the participants understood and absorbed the materials
taught.
DEFINITION
LEARNINGrefers to change in participants
knowledge, skills and attitude.
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LEVEL II : EVALUATING PARTICIPANTS
LEARNING
METHOD
Experimental and Quasi Experimental
DATA GATHERING TOOLS
Paper and Pencil test
Skills test
Observation
Demonstration
Problem Discussion
Role Play
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LEVEL III : EVALUATION OF PARTICIPANTS
APPLICATION OF LEARNING (BEHAVIOR CHANGE)
PURPOSE
Gauge how learnings are translated to improvement
in job performance.
DEFINITION
APPLICATION OF LEARNING or BEHAVIOR CHANGE
refer to the difference in work habits and methods the
participant displays upon going back to his workplace.
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LEVEL III : EVALUATION OF PARTICIPANTS
APPLICATION OF LEARNING (BEHAVIOR CHANGE)
METHOD
Experimental and Quasi Experimental
Observation
Correlation
DATA GATHERING TOOLS
Questionnaire
Observation checklist
Interview
Records, reports, statistics
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LEVEL IV : EVALUATION OF TRAINING
RESULTS
PURPOSE
Defend the programs continuation / value to the
organization.
DEFINITION
RESULT or IMPACT refers to the extent that traininghas
contributed to the organizations performance.
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LEVEL IV : EVALUATION OF TRAINING
RESULTS
METHOD
Experimental and Quasi Experimental
Correlation
Personal or client assessment
DATA GATHERING TOOLS
Questionnaire
Observation checklist
Interview
Records, reports, statistics
