IIPMPRESENTATION

ON

‘TRAINING AND DEVELOPMENT’

‘EVELUATION OF TRAINING’

BY:-ABHISHEK SINGH

Training and development

In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance

of individuals and groups in organizational settings.

TRAINING:-

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

When to Evaluate?

Before, During, and After

Training

Why Evaluate? Before Training

Identify needs or problems.

Identify specific job competencies to close gaps.

Identify the type of evaluation needed.

During Development of Training

Determine which staff should be the targets of training.

Provide feedback to curriculum designers on content, methods, and materials.

Determine if course delivery is consistent and follows curriculum specifications.

Why Evaluate?

After Training

Note changes in participants’ attitudes and reactions to the course.

Assess trainees’ mastery of knowledge.

Assess trainees’ mastery of skills.

Assess transfer of new knowledge and skills to the job.

Measure whether or not performance gaps have begun to close.

Measure relationship of training to agency goals and client outcomes.

Factors to Consider

Purpose of training

Cost of evaluation

Centrality of subject matter to competent job performance

Consequences of poorly developed/delivered training

Number of staff to be reached

Length of course

Legal mandates, public and political pressures

Agency goals

Model for Successful Training Course Evaluation

Step 1: Identify the purposes of the evaluation.

Step 2: Determine the levels of evaluation needed.

Step 3: Develop an evaluation design.

Step 4: Select or develop instruments.

Step 5: Develop a data collection plan.

Step 6: Pilot and revise instruments and procedures.

Step 7: Collect evaluation data.

Step 8: Analyze evaluation data.

Step 9: Report results.

Step 10: Provide feedback/disseminate results.

Benefits of Evaluation

Improved quality of training activities

Improved ability of the trainers to relate inputs to outputs

Better discrimination of training activities between those that are worthy of

support and those that should be dropped

Better integration of training offered and on-the job development

Better co-operation between trainers and line-managers in the development of

staff

Evidence of the contribution that training and development are making to the

organization

Purpose of Evaluation

Feedback - on the effectiveness of the training activities

Control - over the provision of training

Intervention - into the organizational processes that affect training

What can be evaluated?

Remember 3 Ps

The Plan

The Process

The Product

How to evaluate the Plan?

• Course Objectives

• Appropriate selection of participants

• Timeframe

• Teaching Methods

How to Evaluate the Process?

• Planning Vs. Implementation

• Appropriate participants

• Appropriate time

• Effective use of time

• teaching according to set objectives

Methods for Process Evaluation?

Observation by the teacher him/herself

Observation by other teachers

Questionnaire completed by students

Evaluation discussion by students

Staff meetings

How to Evaluate the Product?

• Is only evaluation of the product sufficient?

• Time

• Ultimately all stages require evaluation in any case

• Triangulation technique

• Changes in effectiveness

• Impact Analysis

• Achieving Targets

• Attracting Resources

• Satisfying Interested Parties

Achieving Targets

• Level of variation in product

• Ability to cope with circumstances

• Time to reach job competency

• levels of supervision required

• Frequency and costs of accidents

Productivity

Processing Time

Profit

Operating Cost

Rates of meeting deadlines

Cost/Income ratio

% of tasks incorrectly done