Training & Training EvaluationAN OVERVIEW

DARSHNA P. CHOUDHURY

Module objective

By the end of the session, the participants will be in a able to understand and execute the Kirkpatrick Module in the talent transformation engagement.

Target participants : Leadership and Individual Contributor

Content Flow

History & background of Learning & Development

Benefits of Training Evaluation Model

Key factors Evaluation Process

Kirk Patrick Evaluation Model-An understanding

1904 - ALFRED BINET, a French psychologist developed intelligence test

1907-Dr.MARIA MONTESSORI, who invented Montessori method of education and then began using materials to enhance the learning styles

1956- BENJAMIN BLOOM developed a system known as Blooms Taxanomy, which took another step towards learning style difference

1962- ISABELMYERS BRIGGS & KATHERINE BRIGGS developed the MYERS BRIGGS TYPE INDICATOR(MBTI)

1976-DUNN with Dunn Learning Style Model focusing on diagnostic instruments for evaluation

1984-DAVID KOLB, PUBLSIHED his Learning Style model where he determined that learning styles are closely related to cognitive skills

History of Learning & Development – A brief journey

Kolb's Adult Learning Styles

ADDIE ModelADDIE - an Instructional Systems Design (ISD) model

Competence Incompetence

Conscious Conscious competence Conscious competence

Unconscious Unconscious competence Unconscious incompetence

Competency Matrix

What aspects of organizational are to be changed ?

How are the levels effectiveness or performance

of effectiveness to be measured ?

What traits are essential to achieve these levels ?

What part of knowledge, skills and attitudes are needed to support these behaviors or

What aspects of supervision, job design or structure need to

be changed ?

Is there a need for learning ?

What kind training activities required need to be

implemented to achieve desired results

Why Training Evaluation ….

Why evaluation ?

What needs to be evaluate in training

Facilitation purpose or objective

Facilitation program design & relevance

Reaction, Learning (Verbal/cognitive/attribute)

, Results or ROI

Key factors Evaluation Process - An understanding

Planning VS Execution Target participants

Timely execution VS efficacy of invested time Objective setting VS delivery

Donald L. Kirkpatrick

Born :15th Mar, 1924

Died : 9th May, 2014

He is best known for creating a highly influential 'four level' model for training course evaluation, which served as the subject of his Ph.D. dissertation in 1954

Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors

Donald Kirkpatrick was president of the American Society for Training and Development (ASTD) in 1975

Kirk Patrick Training Evaluation Model Le

vel 1

- Re

actio

n

• What the participants thought and felt about the training

Leve

l 2 -

Lear

ning

• The resulting increase in knowledge or capability

Leve

l 3 -

Beha

viou

r

• The extent of behaviour and capability improvement and implementation / application

Leve

l 4 –

Res

ults

• The effects on the business or environment resulting from the trainee's performance

Evaluation guidelines

All types of Training(KSA) Programs like Foundation/Advance/Expertise/other Talent Management forums Leadership Empowerment Programs/Clubs & Communities/Awareness Events/Product & process launch activities

100% responds on reaction(Level-1) for each approved Talent Transformation programs

Time vs results like 30/60/90 Days timely cycle for effective progression

Measure both before and after the program (Pre-Program/Post-Program- scores)

Consider cost versus benefit ( Monitor revenue/customer (internal/external) service delivery parameters for calculation on the invested resource of the sessions conducted)