The tenth chapter of Effective HR deals with Training Evaluation and Management. Through this presentation know the significance of training and evaluation. Understand the training evaluation models and the methods of training evaluation. Donald Kirkpatrick’s training evaluation model is also discussed in the presentation. For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR Join us on Facebook: http://www.facebook.com/welearnindia Follow us on Twitter: https://twitter.com/WeLearnIndia Read our latest blog at: http://welearnindia.wordpress.com Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP

1. Welingkar’s Distance Learning Division
Effective HR
CHAPTER-10
Training Evaluation & Management
We Learn – A Continuous Learning Forum

2. Objectives
• After completing this chapter, you should be
able to:
– Know the meaning and significance of training
evaluation.
– Understand the training evaluation models.
– Understand the various methods of training
evaluation.

3. Nature and purpose of training
evaluation
• Training evaluation
– refers to activities aimed at finding out the
effectiveness of training programs after they are
conducted, against the objectives for which such
programs were organized.
– Training evaluation techniques gives solutions to
questions like, what was the capability level of
learners before and after the training

4. Nature and purpose of training
evaluation
• Training evaluation
– brings rationality, objectivity, accountability and credibility
to HRD through tangible and verifiable outcomes.
• Training evaluation is often a neglected job but if
performed well, can enhance the professional status of
HRD managers for the value addition they make.

5. Nature and purpose of training
evaluation
• Purposes of training evaluation:
– Feedback:
• Helps in giving feedback to the candidates by defining the
objectives and linking it to learning outcomes.
– Research:
• Helps in ascertaining the relationship between acquired
knowledge, transfer of knowledge at the work place, and
training.
– Control:
• Helps in controlling the training program because if the
training is not effective, then it can be dealt with accordingly.

6. Nature and purpose of training
evaluation
• Purposes of training evaluation:
– Power games:
• At times, the top management uses the evaluative data
to manipulate it for their own benefits.
– Intervention:
• Helps in determining that whether the actual outcomes
are aligned with the expected outcomes.

7. Process of training evaluation
• There are three kinds of training outputs that
organizations need to measure. They are:
– Relating to course planning, relevance,
comprehension, content of the teaching program and
the environment.
– The utilization of what is learnt on the job, i.e.
transferring the classroom learning to the job in terms
of skills, competencies, decision making, problemsolving abilities and relationships.
– The changes in the mind set such as work related
attitudes, values, interpersonal competencies and
personal attributes.

8. Process of training evaluation

9. Process of training evaluation
Before Training
The learners’ skills and
knowledge are assessed
before the training program.
During the start of training,
candidates generally perceive
it as a waste of resources
because at most of the times
candidates are unaware of
the objectives and learning
outcomes of the program.
During
After Training
Training
It is the phase
It is the phase when
in which
learner’s skills and
instruction is knowledge are assessed
started. This
again to measure the
phase usually
effectiveness of the
consist of
training. This phase is
short tests at
designed to determine
regular
whether training has had
intervals.
the desired effect at
individual department and
organizational levels.

10. Donald Kirkpatrick’s training
evaluation model
• Perhaps the best
known training
methodology for
evaluations is Donald
Kirkpatrick’s Four
Level Evaluation
Model.
• It has helped HR
professionals
worldwide to a great
extent, in
understanding the
training outcomes.

11. The four-levels of
evaluation consist of:
Donald Kirkpatrick’s training
evaluation model
Level I:
Reaction
Level II:
Learning
Level III:
Behavior
Level IV:
Results
how the learners react to
the learning process.
the extent to which the
learners gain knowledge
and skills.
capability to perform the
learned skills while on the
job.
includes such items as
monetary, efficiency,
moral, etc.

12. Donald Kirkpatrick’s training
evaluation model
• Level I - Reaction
• Evaluation at this level measures how the learners react to
the training. This level is often measured with attitude
questionnaires that are passed out after most training
classes. This level measures one thing: the learner’s
perception (reaction) of the course.
• Level II - Learning
• This is the extent to which participants change attitudes,
improve knowledge, and increase skill as a result of
participating in the learning process. Measuring the learning
that takes place in a training program is important in order
to validate the learning objectives.

13. Donald Kirkpatrick’s training
evaluation model
• Level III - Behavior (Performance)
• This evaluation involves testing the students capabilities to
perform learned skills while on the job, rather than in the
classroom. Level three evaluations can be performed
formally (testing) or informally (observation).
• Level IV- Results
• This level measures the training program’s effectiveness.
These impacts can include such items as monetary,
efficiency, moral, teamwork, etc. As we move from level one
to level four, the evaluation process becomes more difficult
and time-consuming. At this level, the business data and
financial data are analyzed to evaluate the training.

14. Methods of training evaluation
• Assessment of competency learning
– The assessment of competency learning, whether
the training material has been learned, s best
conducted at the individual level.
– It is at the individual level that organizations are
able to assess employees’ reactions and increased
understanding.
– Reactions are important because, if students react
negatively to a course, they are less likely to
transfer what they learned to their work.

15. Methods of training evaluation
• Assessment of competency learning
– The training department requires information about
competency learning to determine the effectiveness
of training delivery and approach.
– Data concerning the overall effectiveness of training
procedures, appropriateness of media and instruction
methods and other issues relating to possible
revisions in instructional design may prove to be very
valuable to the training department and will assist
them in better serving the needs of the other
stakeholders involved.

16. Methods of training evaluation
• Assessment of competency learning
This information can be obtained through:
One shot case study
One group pre-test/post-test design
One group time sense
Randomized non-equivalent control group design
Randomized equivalent control group design
Post-test only control group design
Questionnaires
Knowledge Review

17. Methods of training evaluation
• Assessment of competency application
– The assessment of competency application, whether
the competencies have been applied to improve
performance and justify the investment, is best
conducted at the organizational level, where
performance changes can be assessed and related to
training costs incurred.
– If, as a result of training, employees are using
appropriate behaviors on the job, this should have a
positive impact on their performance.
– However, the level of performance improvement
should justify the expenditure.

18. Methods of training evaluation
• Assessment of competency application
– For the business units, the training evaluation
process can provide opportunities to determine
how competencies are being applied on the job.
– The information will assist them in making sound
business decisions and determining training
priorities.
– This information can be obtained through:
• Analysis of Organizational Performance Measures
• Analysis of Training Return on Investment (ROI)