Training effectiveness

training effectivess by Dhanusha Balakrishnan(Ph.D Scholar)

1. Training Effectiveness

2. Training effectiveness is essentially a measure that examines the degree to which training improved the employee’s knowledge, skill, and behavioral pattern within the organization as a result of the training. Did the training do what it was supposed to do? Did employees learn what they were supposed to learn? Were the employees who attended training able to do what they should be able to do once they left the “classroom?”

3. High quality training results in having skilled, qualified employees, which results in a higher quality outcome for the organization

4. A Two-Pronged Approach to Training Effectiveness:

5. 1 . Ensure Training Effectiveness –  An organization can ensure training effectiveness through key activities in its best practices training design, development, and delivery methodology. Quality by Design  approach - happens before any employee participates in the training. How is it done?  An organization embeds best practices in learning and training design, development, and delivery into its standard training methodology enabling the organization to achieve the goal of “Right Training delivered by the Right Trainers to the Right Persons at the Right Time to achieve the Right Outcomes .”

6. 2. Assess Training Effectiveness – An organization can assess training effectiveness through periodic review of current trainings after the trainings have been completed.

7. What does it look like? Audit a selected number of training sessions Document the review results Continuously improve and feed in to ensure training effectiveness

8. Evaluation of training effectiveness

9. Training effectiveness refers to the benefits that the company and the trainees receive from training Training outcomes or criteria refer to measures that the trainer and the company use to evaluate training programs Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective Evaluation design refers to from whom, what, when, and how information needed for determining the effectiveness of the training program will be collected

10. Evaluation Formative evaluation – evaluation conducted to improve the training process Helps to ensure that: the training program is well organized and runs smoothly Provides information about how to make the program better

11. Summative Evaluation

12. What can be evaluated 3 Ps The Plan The Process The Product – The training

13. How to evaluate the Plan Course Objectives Appropriate selection of participants Timeframe Teaching Methods

14. How to Evaluate the Process Planning Vs. Implementation Appropriate participants Appropriate time Effective use of time Imparting training according to set objectives

15. How to Evaluate the Product Change in effectiveness Impact Analysis Achieving Targets Satisfying Interested Parties

16. Various evaluation models for training effectiveness Kirkpatrick’s Model Hamblin’s Model Kaufman’s Five level Warr’s Framework of Evaluation

17. Kirk Patrick’s model The model was created by Donald Kirkpatrick in 1959. It is a four level training evaluation model. It helps trainers to measure the effectiveness of their training in an objective way. Kirkpatrick’s model is a worldwide standard for evaluating the effectiveness of training.

18. Four levels of evaluation

19. Hamblin’s Model Reaction Level: It measures the reactions of the trainees to the content and methods of the training, not the trainer, and to any other factors perceived as relevant. It determines what the trainee thought about the training. Learning Level: It measures the learning attitude of the trainees during the learning period. It collects information that did the trainees learn what was intended .

20. Job Behavior Level : The job behavior of the trainees in the work environment at the end of the training period i.e. did the training got transferred to the job? Effect on the Department : Has the training helped the trainees in improving the department’s performance? The Ultimate Level : It measures that has the training affected the ultimate well being of the organization in terms of the business objectives.

21. Kaufman’s Five level of evaluation

22. Warr’s Framework of Evaluation Context Evaluation (C) : Obtaining & using information about the current operational context, that is, about individual differences & organisational deficiencies Input Evaluation (I) : determining & using facts & opinion about the available human & material training resources in order to choose between alternative training methods Process Evaluation (P) : monitoring the training as it is in progress. This involves continuous examination of administrative arrangements & feedback from trainees Outcome Evaluation (O) : Measuring the consequences of training

23. 3 levels of outcome evaluation has been distinguished 1. Immediate Outcome : the changes in trainees knowledge, skills & attitudes which can be identified immediately after the completion of training 2. Intermediate Outcome : the changes in trainee’s actual work behavior which result from training assessment,- involves monitoring performance on the job 3. Long Term Outcome : the changes in the functioning of part or all of the organization which have resulted from changes in the work behavior initiated through training

24. Vermani & Premila’s Model of Evaluation 3 STAGES 1. Pre-Training Evaluation (Period before training during which trainees have expectations from the course) 2. Context & Input Evaluation ( Teaching & Learning stage) 3. Post-Training Evaluation (the stage after training, where trainee’s are supposed to integrate training with their job performance

25. Peter Bramely’s Model of Evaluation

26. Evaluation During the Event

27. Evaluation After the Event Most difficult stage in the art of evaluation After the event, analysis would measure changes in effectiveness at the 1. Organizational Level 2. Team Level 3. Individual Level Change in Behavior (to assess whether change has taken place) • Change in Learning

28. David Reay’s Approach to Evaluation

29. STAGE 3 – THE FINAL PHASE Seeks answers to the following questions 1. Were the training needs properly identified 2. Were the learning objectives relevant 3. Were the performance standards identified 4. Were the right priorities established 5. Did the training meet the objectives set for it 6. How did the learners feel about the training 7. Were people prepared for training 8. Was the training pitched at the right level 9. Was the trainee able to transfer the training to do the job 10. Did the training result in some benefit to the organization

30. Factors That Influence the Type of Evaluation Design

31. Evaluation of the effectiveness of Training Modify training to meet learner’s needs by altering exercises, changing training methods & reorganizing the sequence of topics Document any changes you make & explain these changes to the instructional designers Use the end of course evaluation to generate ideas for making the training better

32. The key lies in developing a Training Plan Training plan sets the platform for evaluating training programs and thereby increasing the training effectiveness.