How to do training evaluation within the organization

 

When describe the training evaluation by it can measure the satisfaction of the participant, and reaction, knowledge acquisition, behavioral application, measurable business improvement and return on investment. Most of the organization doing training evaluations but someone is effective someone is failing. There are many reasons to importance of evaluations and fail to evaluations.  

After we have completed the training, we want to make sure our training objectives were met. One model to measure the effectiveness of training is the Kirkpatrick model, Donald Kirkpatrick, Evaluating Training Programs, 3rd ed. (San Francisco: Berrett-Koehler, 2006). Developed in the 1950s. His model has four levels:

1. Reaction: Reactions of the participants of the team
2. Learning: How participants improve knowledge and skills
3. Behavior: behavior change as a result of the training
4. Results: benefits to the organization resulted from the training

(Github.io, 2011)

To do this evaluation organization can use different methods according to their needs and wants. Some of the methods are effective than some methods. There are few identified methods can be identify as below,

·       Questionnaires – These are a set of questions delivered to individuals for obtaining useful statistical information on a particular topic

·       Interviews – Those data collection methods aimed at gathering both facts and options by asking open-ended questions where the respondent can answer the questions in as many details as she or she wishes to

·       Focus group – This is a facilitated discussion with a group of individual who share similar characteristics common interests intended to collect information or obtain an option on a specific issue

·       Observation –This is the method of gathering data by watching an individual's behaviour in their natural setting. Here most of the time manager or supervisor or immediate boss can do this.

When describing the method of collecting data there is no single best method for collecting data and sometimes you may utilize more than one method. The selection of method will be influenced by time, resource and level of depth needed. (thepeakperformancecenter.com, n.d., LiveseySolar, 2011)

 

Importance of training evaluation

l  Gathering information – Any training programme able to develop time to time and it will do success. But how is that done? Where do we begin from? these are some of the important questions. By training evaluation organization can collect the information, feedbacks from participants, how participants access learning, how they progress like this important information.  

l  Getting concrete answers - Why should we opt for eLearning? How will the training help? What further improvements are required? What needs to be changed? What learner is gaining? Good evaluation gives the answers for all such questions and many more. This data can be used to convince the key stakeholders and in negotiating the training budget too

l  Analyzing training efficiency – Training evaluation is very important to efficiency of training. Even the learning patterns can be predicted with enough data and this, in turn, can assist in creating more intuitive training, and for delivering personalized learning. Training data analyzed properly can help to draw many business conclusions for the future.

List of references

Github.io. (2011). Designing a Training Program. [online] Available at: https://saylordotorg.github.io/text_human-resource-management/s12-04-designing-a-training-program.html [Accessed 25 Nov. 2019]

LiveseySolar (2011). 5 evaluation methods to measure staff training results | LiveseySolar | Healthcare Marketing. [online] LiveseySolar. Available at: https://www.liveseysolar.com/5-ways-to-evaluate-staff-training-results/.