HRM 2

Training Evaluation
What it is?
It is simply a feedback.

Processes of collecting the outcomes
needed to determine whether training
is effective
Reasons for Evaluation
 Companies are investing millions of
dollars
 Provides information about improve the
training
Formative/summative
Training Evaluation
Formative Evaluation
 During the pgm design and development
 Helps to ensure that training pgm is well
arranged & runs smoothly
 Qualitative data about the training
(opinion, beliefs….feelings)
 Ask customers, managers, SMEs about
the content’ objective, design of the pgm
 Evaluation conducted either individually
or group
 Time requirement of the pgm
 Training Method can be adjusted to
improve learning
Summative Evaluation
Conducted to determine the extend to
which trainees have changed as a result of
participating the training pgm
Measuring the return on investment that
the company receive
Collecting quantitative
(numerical )data through test/rating of
bhvr/
III. Evaluating Training Effectiveness
 Formal evaluation: uses observation,
interviews, and surveys to monitor
training while its going on.
 Summative evaluation: measures results
when training is complete in five ways:
1. Reaction
2. Knowledge
3. Behavior
4. Attitudes
5.Productivity
7
What to Evaluate
 Donald Kirkpatrick developed four level models
 to assess training effectiveness.
 According to him, evaluation always begins with level

first and should move through other levels in sequence.
• Reaction Level:
• Learning Level:
• Behavior Level:
• Result Level:
(a) Evaluating Training and Results
Kirkpatrick'sFour Levels of Training
Evaluation
The Four Levels of Training Outcomes
In evaluating training there are four key

training outcomes organizations may assess:
Reactions: What did the trainees think of the training program?

Did the trainees like the training?
Learning: Did the trainees learn the principles, techniques, and
attitudes presented in training?
Behavior: Did the trainees transfer the principles, techniques,
and attitudes presented in training to the workplace?
Results: Did the training program address the organization’s
objectives?
Reaction Level
this level measures how participants in a
training program react to it.
It attempts to answer questions regarding
the participants' perceptions - Did they
like it?
According to Kirkpatrick, every program
should at least be evaluated at this level to
provide for the improvement of a training
program
Level 2 Evaluation - Learning
To assess the amount of learning that has occurred

due to a training program,
Participants take the test or assessment before the

training (pretest) and after training (post test) to
determine the amount of learning that has occurred.
Measurement at this level is more difficult and

laborious than level one.
Level 3 Evaluation – Behavior/Transfer
This level measures the transfer that has

occurred in learners' behavior due to the
training program.
Are the newly acquired skills, knowledge,
or attitude being used in the everyday
environment of the learner?
measuring at this level is difficult as it is
often impossible to predict when the
change in behavior will occur,
Level 4 Evaluation- Results
Level four evaluation attempts to assess

training in terms of business results
increased production, improved quality,
decreased costs, reduced frequency of
accidents, increased sales, and even
higher profits or return on investment.
Return On Investment -
A performance measure used to evaluate

the efficiency of an investment or to
compare the efficiency of a number of
different investments.
The return on investment formula:
% ROI = (benefits / costs) x 100
Executive Development Programmes
EDP/MDP
To improve managerial performance by
imparting knowledge, changing attitude,
or increasing skills
MDP :providing managerial skills and

knowledge to employees
Objectives
1.To improve the performance of managers
2.equip them to coordinate each others efforts
effectively
3.increase the morale of the employee
4.improve the human relation skills
5.Improve the thought processes /analytical
ability/creative thinking
6.abreast with change and development
……………………………..
……………………………..
Steps in MDP
 Analysis of org present and development need
 Appraisal of present management Talent
 Inventory of Management Manpower
 Planning of individual development Programme
 Establishment of the pgm
 Evaluation
Techniques of MDP
On-the –Job techniques
Off –the –job techniques

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Training Evaluation

It is simply a feedback.

 According to him, evaluation always begins with level

In evaluating training there are four key

Reactions: What did the trainees think of the training program?

To assess the amount of learning that has occurred

Participants take the test or assessment before the

Measurement at this level is more difficult and

This level measures the transfer that has

Level four evaluation attempts to assess

A performance measure used to evaluate

MDP :providing managerial skills and

 Appraisal of present management Talent

 Inventory of Management Manpower

 Planning of individual development Programme

 Establishment of the pgm

On-the –Job techniques

Off –the –job techniques

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