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i am a student i am to do my summers project in a an it firm and i have opted for the evaluation techniques after trainning ,as my project topic companies spend huge amt of money ,time and energy to conduct training but there is no effective evaluation technique to find whether the training was sucessful all that is done is a feed back form so i thought if i can come up with some good mesures to effectively measure the after effect of a trainning it would be useful...what is ur opinion ,and do u know any such practices after trainning in any organizations
regards sachu *plse do reply and give me suggestions*

hi sachu,
i'm also doing summers project on the topic 'measuring ROI of employees training'. this basically means evaluation of training returns in quantitative terms. if u like it, then u can opt for this technique.
but let me tell u that there is no single way of going about it. there r many theoritical models. u've got to select one n then determine how to implement it practically.
the topic is real challenging though.

hello reena
can i get a bit more insights on the topic orcan u refer me some books that i can refer too coz i am trying to come out with my own model if i am to substantiate my model i would want to prove the quantitativily tooo so can i get some more insights,by the way which company are u doing ur projects..

hi sachu,
roi of training means measuring the returns gained from training exercise in quantitative terms(if possible in monetary also). as u know for that v hav to convert all benefits derived from trng into numeric data which is tough specially in for soft skills.
there r many theoritical models available for this like kirkpatrick, CIRO etc. but implementing any of them for the particular trng prog u may be aiming for is a challenge.
u cna read d book titled 'Return on Investment in Training and Performance Improvement Programs' by Jack Phillips.
even a lot of matter is available on net itself. u can go to google and search for 'return on investment of training'
hope this helps.

hey reena
thanks ,i gotan initial way but still i am really confused how and individal knowledge acquization(by means of trainning) is been quantified. hen how far is ur project is it all over or on the completing stage. hey i would lketo have a read through at ur project if that is not a problem for uu..thankyouu
regards and prayers

hi sachu,

even i had my summer training on dis particular topic. for the evaluation part , u can use questinnaire based on Kirkpatrick's model b'coz it is widely used and u can say its more user friendly. see if dis helps,

Kirkpatrick's Four Levels of Evaluation

In Kirkpatrick's four-level model, each successive evaluation level is built on information provided by the lower level.

ASSESSING TRAINING EFFECTIVENESS often entails using the four-level model developed by Donald Kirkpatrick (1994). According to this model, evaluation should always begin with level one, and then, as time and budget allows, should move sequentially through levels two, three, and four. Information from each prior level serves as a base for the next level's evaluation. Thus, each successive level represents a more precise measure of the effectiveness of the training program, but at the same time requires a more rigorous and time-consuming analysis.

Level 1 Evaluation - Reactions

Just as the word implies, evaluation at 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? Was the material relevant to their work? This type of evaluation is often called a “smilesheet.” According to Kirkpatrick, every program should at least be evaluated at this level to provide for the improvement of a training program. In addition, the participants' reactions have important consequences for learning (level two). Although a positive reaction does not guarantee learning, a negative reaction almost certainly reduces its possibility.

Level 2 Evaluation - Learning

To assess the amount of learning that has occurred due to a training program, level two evaluations often use tests conducted before training (pretest) and after training (post test).

Assessing at this level moves the evaluation beyond learner satisfaction and attempts to assess the extent students have advanced in skills, knowledge, or attitude. Measurement at this level is more difficult and laborious than level one. Methods range from formal to informal testing to team assessment and self-assessment. If possible, participants take the test or assessment before the training (pretest) and after training (post test) to determine the amount of learning that has occurred.

Level 3 Evaluation - Transfer

This level measures the transfer that has occurred in learners' behavior due to the training program. Evaluating at this level attempts to answer the question - Are the newly acquired skills, knowledge, or attitude being used in the everyday environment of the learner? For many trainers this level represents the truest assessment of a program's effectiveness. However, measuring at this level is difficult as it is often impossible to predict when the change in behavior will occur, and thus requires important decisions in terms of when to evaluate, how often to evaluate, and how to evaluate.

Level 4 Evaluation- Results

Level four evaluation attempts to assess training in terms of business results. In this case, sales transactions improved steadily after training for sales staff occurred in April 1997.

Frequently thought of as the bottom line, this level measures the success of the program in terms that managers and executives can understand -increased production, improved quality, decreased costs, reduced frequency of accidents, increased sales, and even higher profits or return on investment. From a business and organizational perspective, this is the overall reason for a training program, yet level four results are not typically addressed. Determining results in financial terms is difficult to measure, and is hard to link directly with training.

Methods for Long-Term Evaluation

Send post-training surveys

Offer ongoing, sequenced training and coaching over a period of time

Conduct follow-up needs assessment

Check metrics (e.g., scrap, re-work, errors, etc.) to measure if participants achieved training objectives

Interview trainees and their managers, or their customer groups (e.g., patients, other departmental staff)


hi sachu n deepali,
sachu, my project is not in the stage of completion. its in the beginning, in fact. the trng program for which i will be measuring ROI is scheduled frm 12th to 14th july. currently i'm collecting base data. as far as proj report is concerned,i've got orgn profile n i'm writing intro of the topic nowadays. so its nt much which i've done till now.
deepali, i agree kirkpatrick is the most popular n most simple model for ROI. but how did u implemented it. coz the basic problem encountered in measuring ROI is quantification of benefits. kirkpatrick talks about what should be evaluated n how. but it doesn't talk about how to evaluate.
deepali, since u hav done ur summer trng on the same topic, could u plz tell me how did u implemented the kirkpatrick model. it would be real helpful for me.
thanx and regards

hi deepali,reena n sachu,
im also an mba student and just strtd my summer trng on almost the same topic.found ur mails to b very helpful.if u ppl can send me some more guidelines of how to proceed or some related sites.........

hi deepalii ji,]
as reena asked can u plse help us in the quantifying part of kirkpatrix and also every one are doing in the same model so i am a bit hesitant to follow the same is there any other way can u plse suggest..

prayers and regards

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