training design reason of evaluation process of evaluation return on investment

1. Training Evaluation

2. Training design
Training design or instructional design is the
process of creating a blueprint for the
development of instruction.

3. Step1. Define purpose of the training and target audience
Step2. Determine participants’ needs
Step3. Define training goals and objectives
Step4. Outline training content
Step5. Develop instructional activities
Step6. Prepare the written training design
Step7. Prepare participant evaluation
form(s)
Step8. Determine follow-up activities for
the event

4. Step1. Define Purpose of the Training and Target
Audience

5. Step2. Determine Participants’ Needs
Several ways to find out about the needs:
 Written survey
 Random sample
 Review past training programs

6. Step3. Define Training Goals and Objectives
 Clarifying expected outcomes
 Outlining training content
 Planning specific training activities
 Selecting/developing materials
 Designing evaluation procedures
 Communicating program intent to
the training participants
 Ensuring that the training is realistic and appropriate for
the purpose intended

7. STEP4. Outline training content
 Introduction
 Learning components
 Wrap up and evaluation
component

8. STEP5. Develop Instructional Activities
 Participants learning style
 Principles of adult learning
 Group size
 Trainer’s style
 Prior experience and /or education
level of participants
 Type of skill or information to be presented

9. When deciding which activities to use, consider
these questions:
1. Do we know that this activity is effective?
2. Have we used it before?
3. Are we comfortable with this technique?
4. Do we have the expertise to use it
effectively?
5. Will we have the time, space and resources
needed to accomplish the activity?
6. Will the activity encourage learning without
confusing participants?

10. STEP6. Prepare the Written Training Design
Written document: A detailed plan of the training
session, including goals and objectives.
It consider:
 The skill expertise
 training style and
 comfort level etc.

11. STEP7. Prepare Participant Evaluation
Forms
Issues that the evaluation forms must addressed
1. Did the participants acquire the knowledge
and skill that the trainer was supposed to
provide?
2. Were the trainers knowledgeable about
training content?
3. Were the activities interesting and effective?
4. Was the training format appropriate?
5. Is more training on this or related topics
needed to support participants in their work?

12. STEP8. Determine Follow-up Activities for the
Event
 Newsletters and web site posting
 Per observation and coaching
 Mentoring,
 Study groups
 Booster session
 Ongoing communication

13. Reasons of Evaluting Training
Reason 1 – Training evaluation
enables you to identify ways in
which you can improve your
training.
Reason 2 – Training evaluation
enables you to determine that your
training is aligned with business
objectives.
Reason 3 – Training evaluation
enables you to demonstrate the
value that training is adding.

14. Training Evaluation involves:
 Formative Evaluation
Evalution that conducted to improve the
training program. It ensure that
 Program well organized and run
smoothly
 Trainees learn and satisfied with
program
 Qualitative information
 Individual or in group
• Pilot testing: A process of reviewing
the training program with potential
trainee and manager or other
customer

15. Summative Evalution
Evalution that conducted to
determine the extent to
which trainee have changed
as a result of participating in
training program
 Measure monetary
benefits
 Quantitative information

16. Why a training program should be
Evaluated ?
• To identify the program's
strengths and weaknesses
• To assess weather the content,
organization and administration of
the program contribute to learning
and the use of training content on the
job
• To identify which trainees
benefited most or least from the
program

17. • To gather data to assist in marketing training
program
• To determine the financial benefits and cost of
the program
• To compare the cost and benefits of training
versus non-training investments
• To compare cost and benefits of different
training program to choose the best program

18. • Overview of the evaluation process:
• Training evaluation must be consider by managers and trainers before
training has actually has actually occurred
• The Evaluation process

19. • Need assessment helps identifying what knowledge ,skills,
behavior or other learned capabilities are needed.
• Helps in identifying where the training is expected to have an
impact .
• Help focus the evaluation by identifying :
1. The purpose of program
2. Resources needed(human, Financial and company)
3. Outcomes that will provide evidence that training program has been effective

20. • The more specific and measurable these objectives are the
easier it is to identify relevant outcomes for the evaluation
• It is also important to consider the expectation of those
individuals who support the program and have an interest
in it (trainees ,managers and trainers)
• Analysis the work environment to determine the transfer
of training can be useful to determine how training content
will be used on the job .

21. • Based on the learning objectives and analysis of
transfer of training ,outcome measures are
designed to assess the extent to which learning
and transfer have occurred.
• Outcome can be:
• Learning acquisition of skills ,knowledge and ability
• Behavior Improvement in behavior
• Results business results achieved
• Reactions satisfaction

22. Factors such as
Should be considered in choosing a design.
Factors
1 Expertise can a complex study be analyzed?
2 Timeframe How quickly the information is
needed ?
3 Change
potential
can program be modified?
4 Organizational
culture
Is demonstrating results parts of
company norms and expectations?

23. • it involves previewing the program (formative evaluation) as
well as collecting training outcomes according to the
evaluation design .
• The result of the evaluation are used to modify or gain
additional support for the program
• Result of evaluation should be used to encourage all the
stakeholder in training program to design or choose training
that helps the company meet its business strategy and helps
managers and employees to meet their goals

24. Return on investment
Return on investment (ROI) is a measure of the monetary
benefits obtained by an organization over a specified time period
in return for a given investment in a training programmed.
Calculating return on investment
ROI= (Benefit/cost)x100

25. Steps for calculating ROI
Identify outcome
Place a value on the outcome
Determining the change in performance
Obtain a annual amount of benefit
Determine the training cost
Calculate total saving by subtracting training
cost from benefits.

26. Determining return on investment
In this me section discuss;
Cost benefit analysis: in this situation it is the process of
determining the economic benefits of a training program
using accounting method that looks at training cost and
benefits.
Training cost: training cost is important for several reason;
 To understand total expenditures for training.
 To compare cost of alternative training programmed.
 To evaluate the proportion of money spent on training.
 To control costs.

27. Determining cost: in these we have several
categories which is as follows;
Design and development cost
Promotional cost
Administration cost
Faculty cost
Material
Facility
Student cost

28. Determining benefits: A number of method may
helpful in identifying the benefits of training:
Technical, academic and practitioner literature
Pilot training program
Observation
estimation

29. Determining cost for cost benefit analysis:

30. Determining benifit for cost benifit
analysis:

31. Examples of return on Investment
Industry
 Bottling company
 large commercial
bank
 electric and gas
utility
 oil company
 health maintenance
organization
Training Program
Workshop on
manager role
Sale training
Behavior modification
customer services
Team training
ROI
15:1
 21:1
 5:1
4:8:1
13:7:1

32. Utility analysis:
Cost-Benefit analysis method that involves
assessing the dollar value of training based on:
 Estimates of the difference in job performance
between trained and untrained employees
 The number of individuals trained
 The length of time a training program

33. Practical consideration in determining ROI
Training programs best suited for ROI analysis:
 Have clearly identified outcomes
 Are not one time events
 Are highly visible in the company
 Are strategically focused