A brief of evaluation of training methods. (Evaluation of Training methods in Learning and development.) Includes why to evaluate, types of evaluation, evaluation process, outcomes of evaluation, criteria of evaluation. The slides include key points which can be easily researched online.

1. Evaluation of
training
methods
Sharon Ninan| Soma Bhattacharya | Subhashree D

2. Why evaluate?
Provide
information
for
improvement
of training
methods
To identify
the
programs
strengths
and
weaknesses
To asses the
program’s
contribution
to learning
To identify
the most and
least
benefitted
trainees.
Provide
understandin
g of ROI on
the
investments
that training
produces
To compare
the costs
and benefits
of different
training
programs

3. Evaluation Process
1 Need
Analysis
2
Development
of
measurable
learning
objectives
and
analyzing
transfer of
training
3
Development
of outcome
measures
4
Choosing an
evaluation
strategy
5
Planning and
executing the
evaluation

4. Evaluation types
Formative Evaluation
Takes place during
program design and
development.
Summative evaluation
Determines the amount
of change brought
about in trainees

5. Outcomes
Outcomes Indicators
Reactions Learner’s Satisfaction
Learning( Cognitive) Principles, facts, techniques,
procedures or processes acquired by
learners
Behavior and skills Technical skills or behaviors acquired
by learners
Affective Learner’s attitude and motivation
Results Payoffs for the company
Return on investment Identification and comparison of
learning benefits with cost

6. Criteria for choosing
outcomes
◎Relevance
◎Reliability
◎Discrimination
◎Practicality

7. Relevance
◎Extent to which the
training outcomes are
related to the learned
capabilities in the
training program
◎Learned capabilities
required to succeed in
the program must be
the same as those
needed on the job
Outcomes
measured in
evaluation
Outcomes
identified by
needs
assessment
and included in
training
objectives
Outcomes related
to training
objectives
Contamination Deficiency
Relevance

8. Reliability
◎Degree to which the outcomes can be
measured consistently over time

9. Discrimination
◎Degree to which the trainee’s
performance on the outcome actually
reflects the true differences in
performance.

10. Practicality
◎The ease with which the outcome
measures can be collected, i.e., the
burdensomeness of collecting outcome
measure

11. Evaluation Designs
◎The design of training evaluation determines
the confidence that can be placed results of
the training.
◎Is the training responsible for changes in
evaluation outcomes or has it failed to
influence the outcomes

12. Types of evaluation design
Solomon four-
group
• Combines the
pretest/posttest
comparison group
and the posttest-
only control group
design
Time series
• Outcomes are
collected at
periodic intervals
both before and
after training
Pretest/Post-
test with
comparison
group
• Both post-training
and pre-training
outcomes
measured are
collected
Post-test only
• Only post-training
outcomes are
collected

13. Factors influencing types of
Evaluation Design
Change
Potential
Importance
Scale
Purpose of
training
Organization
culture
Expertise
Cost