This presentation explains how to evaluate the effectiveness of training program based upon the popular model. It explains about the Reaction, Learning, Behavior, Results and Return on Investment. It also explains about various parameters in the Kirkpatrick's model while considering during evaluation of training program.

1. Effectiveness Evaluation of
Training Program
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2. Donald L Kirkpatrick's model
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3. REACTION
• Thought and felt about the training.
PARAMETERS
Enjoy the training Trainer venue
Relevance
•Own needs
•Organizational needs
Training methods
Trainer qualification
Ease and comfort of
experience
Practicability Assessment methods Level of effort
Application Communication and
presentation style
Breaks
Motivates content Facility
Recommended Materials administration
Effective use of time
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4. Evaluation
Reaction?
Popular courses
and Trainers
Unmet
training
needs
Clues to improve
training
Diagnose
barriers
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5. Sample Reaction question
• Do you like and enjoy
the training?
• Did you consider the
training relevant?
• Was it a good use of
your time?
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6. Learning
• Knowledge transfer occur.
Increase
in skill
Increase in
Knowledge
Changes
in
attitude
Parameters
Trainee Learn – What intended to be
taught?
Trainee experience – What intended for
them to experience?
Trainee advancement or change – direction
or area that was intended?
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7. Sample learning question
• Did the trainees learn from the training
program?
• Did the trainee experience what was intended
for them to experience?
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8. Job Impact - Behavior
New
Attitude
New
Knowledge
New skills
Work
environment
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9. Behavior
Manager view
•Observe and asses new KSA
•Competency and performance will be
measure and analyze
•Support application of learning
Learner view
Impact
Evaluation focus (self report)
•Training program=Job performance
Feedback
Improve:
Training
program
Transfer of
learning
Future
training
needs
Challenges
Competency
Rating
Performance
appraisal
Behavioral changes
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10. Parameters
KSA Training programme Workplace
Noticeable and Measurable changes in
Participants
New KSA sustained
Barriers for applying
Factors (Workplace environment, Learning
culture, On the Job support)
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11. Sample question behavior
• Which job behavior or competencies are
expected to change after the training
programme?
• What factors other than the training
programme might influence changes to each
job behavior?
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12. Results
• Measure changes in business performance
Measure include changes to
Productivity/output rates Non compliance
Sales volume Rate of accidents per year
Employee turnover rates Number of sick days per
month
Customer satisfaction and
retention rates
Number of absence days per
month
Number of customer
complaints
Number of cancelled training
days/sessions
Wastage rates Recruitment costs
Other factors: New competitors, legislative, environmental
factor, Length, Type of training
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13. Return on Training Investment
• Financial benefits gained from the training program
(( – costs) / (costs)) * 100 = ROTI %Benefits
Stakeholder’s
assign value for
benefits
•Management costs
•Developmental costs (Developer fees, Design, Printing)
•Delivery costs(Facilitator fees, Venue, Learning
Materials)
•Attendance costs
•Overheads
•Supporting costs (OJT)
•Equipment costs
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14. Evaluation
Reaction Creating effective questions, Interviews or focus
groups, Formal/ Informal verbal reaction (through
meeting, PA), Written reports
Learning Pre and post training questionnaire, Interview or
observation, Online
Behavior questionnaire, 360 degree evaluation (Managers,
Peers, Sub-ordinates, Others)
Results Questionnaire, Interviews Involving Managers
and other stakeholders, Desk Research
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15. Thank You
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