Business organizations nowadays utilize a variety of training methods to ensure that they keep improving. Now, within an organization, employees improve their capabilities by learning new skills. This is why the process of evaluating these training methods is particularly vital for the success of the training programs. Let us explore this process of evaluation in greater detail below.
The different levels that encompass the process of training evaluation are:
This type of evaluation is used primarily to determine whether learners find the content:
The propriety of the content primarily refers to whether employees can utilize the knowledge gained in a real-life scenario. This type of evaluation generally involves a questionnaire that quizzes participants regarding their feedback after attending the session, which further helps gauge the success of the same.
The learning evaluation method involves measuring what participants learned during the session via a:
The level of difficulty they face in answering the questions posed to them is directly proportional to the knowledge they gain from it, as their inability to answer the question spurs them to learn more.
This method focuses on behavioral-level attempts to measure whether the knowledge gained in the classroom can be applied or used in real-life situations outside the classroom. It focuses on behavioral changes that may occur due to learning outcomes from training programs. You will want to look at how much time participants spent on each module or assignment and their performance on tests and exams that were part of the training program (if these were required).
The result-oriented training method considers the impact of behavioral changes brought about by training programs on employees' performance. It focuses on measurable outcomes of training programs such as a/an:
This evaluation therefore measures the degree of success enjoyed by the training program by checking whether it achieved its intended goals or not. It also looks at whether or not there are any measurable differences between before and after results (or pre-test and post-test scores).
Now, how do you go about the training evaluation process?
You need to write down your overall goal for the session and then break it down into smaller goals to help you achieve the larger one. The objectives should be:
Stakeholders are those who have an interest in or a direct influence on the success of your program. You conduct surveys before starting your evaluation to see your program's success from your stakeholders' perspective.
The evaluation plan is a document that describes the:
It should include the following:
It includes collecting data to examine various metrics of the training to determine its positioning and relevance. You can measure it with a battery of tests like:
Analyzing data helps you to better understand:
A report should include information about the following:
Training evaluation is an ongoing process needing constant monitoring and follow-up to ensure that the training results in the desired change. It should be carried out regularly, at least quarterly, to assess how well the changes are being implemented and whether additional training needs to be provided. Now that we've covered everything about training evaluation in the sections above, let us discuss the various examples of training evaluation models.
Each model has a different focus and purpose, so choosing the right one for your needs is essential. The following is a description of some standard training evaluation models:
The Kirkpatrick Model is a framework for evaluating training. It provides a straightforward way to analyze:
The model is divided into four levels:
This model provides a framework for collecting and analyzing information about training effectiveness and identifying areas for improvement and future planning needs. Business owners can refer to the Kirkpatrick four levels of evaluation pdf for further details on the same. In addition, the Kirkpatrick model measures how participants' behaviors changed due to the training and whether or not their performance improved.
The Phillips ROI is an excellent model for measuring training programs' return on investment (ROI). This model was initially modeled or based on the Kirk Patrick model and can evaluate training programs by calculating their financial impact on an organization's bottom line. The results generated by this model will help you determine if a company needs to invest more in training or if an existing program should be discontinued for a cost-effective solution. This model involves 5 levels of training evaluation:
It helps you calculate the following:
The ADDIE model is a systematic approach to instructional design and development that can be used in training programs. Its acronym stands for Analysis, Design, Development, Implementation, and Evaluation. This model is often used as a framework for developing a training program. It is an instructional design framework that focuses on the following:
The first three phases are more technical and focus on creating the actual content of your training. The last two phases ensure that your audience:
The Continuous Improvement Process Model focuses on three aspects, namely the:
It is a cyclical process that involves all three of those areas. This model stresses the importance of measuring multiple parameters simultaneously using numerous methods, such as:
The steps involved in this model involve the following:
Let us now look at some of the challenges associated with training evaluation programs.
Below are the challenges that you can face while evaluating a training program:
It takes a lot of time to conduct a thorough evaluation, and the pressure to get appropriate results promptly can make collecting all the necessary data really challenging.
Many organizations need more resources to perform consistent evaluations promptly. At times, some training evaluations are conducted by individuals who lack expertise in training and development.
Measuring whether a training program has succeeded is tough due to the possibility of different outcomes. The outcome is measured as a variation in:
Gathering participant feedback is hard because it requires them to provide opinions based on their experiences-positive or negative. This is difficult for people who don't like to share their thoughts and feelings or who are not used to providing constructive criticism of others' work.
When you collect participant feedback, you often find no consensus about how effective your training was. It is difficult to interpret your results and decide what needs improvement or what should stay the same for future events.
Collecting data from multiple sources can be challenging, time-consuming, and expensive, depending upon the number of trainees who participated in the training program being evaluated. If the instrument is not designed properly, it will:
Change is not always simple because people don't like to embrace differences or variations in their life, especially when they follow a routine, as it's an inherent part of their nature. It's thus an arduous task to change people's responses to different situations based on past interactions.
Gyrus Systems has become a leader in solving training evaluation challenges because we understand that every organization has unique needs for improving its training programs. By listening carefully to our client's needs, we have developed an LMS solution that can be customized for any industry or company size, which helps you achieve your goals while saving time and money!
Therefore, any evaluation method in training has its pros and cons. In the end, you should determine the criticality of your training & the importance of measuring its effectiveness. Once you measure the data gained from the evaluation method you select, you can: