SIMPLE METHOD FOR TRAINING EVALUATION:
I ll suggest sme points.
1.Before starting any training u hv to make the questionnare Pre and post training questionnare.( Questionnare should be same for both)
2.Take the xmas before training.
3.Take the xmas after training.
4.Prepare score card and set your parameters (see attachment Training Evaluation)
5.U hv to arrange retraining for non performer and partial performer
6.Take rating basis feedback form.evaluate the trainer as well as emp on the basis of mentioned tool in feedback form.
7.Start Level 2 evaluation with the help of dept head after one month of training.conduct a meeting with Head and emps and take feedback of the training.
Areas of Concern
Reactions.
Learning.
Job Behaviour.
Organisational Impact.
Additional Outcome
4 Level Training Outcomes
Given by Donald Kirkpatrick
Kirkpatrick’s model includes four levels or steps of outcome evaluation:
• Level 1 Evaluation—Reaction
• Level 2 Evaluation—Learning
• Level 3 Evaluation—Behavior
• Level 4 Evaluation—Results
Assumptions
Evaluations are definitive.
Evaluation equals effectiveness.
Trainers are accountable for Effectiveness.
Level 4 evaluation is superior.
You just have to measure it.
Training Impact Tree
Identify the Organization's Values and Practices.
Identify Skills, Knowledge & Attitudes.
Define the scope & purpose of evaluation.
Quality Delivery & Retention of Training.
How well training cuts deficiencies in a particular workgroup.
Usefulness of Parallel Training for Managers & their Staff.
Variables in the work environment that discourage or facilitate the effect of training.
I ll suggest sme points.
1.Before starting any training u hv to make the questionnare Pre and post training questionnare.( Questionnare should be same for both)
2.Take the xmas before training.
3.Take the xmas after training.
4.Prepare score card and set your parameters (see attachment Training Evaluation)
5.U hv to arrange retraining for non performer and partial performer
6.Take rating basis feedback form.evaluate the trainer as well as emp on the basis of mentioned tool in feedback form.
7.Start Level 2 evaluation with the help of dept head after one month of training.conduct a meeting with Head and emps and take feedback of the training.
Areas of Concern
Reactions.
Learning.
Job Behaviour.
Organisational Impact.
Additional Outcome
4 Level Training Outcomes
Given by Donald Kirkpatrick
Kirkpatrick’s model includes four levels or steps of outcome evaluation:
• Level 1 Evaluation—Reaction
• Level 2 Evaluation—Learning
• Level 3 Evaluation—Behavior
• Level 4 Evaluation—Results
Assumptions
Evaluations are definitive.
Evaluation equals effectiveness.
Trainers are accountable for Effectiveness.
Level 4 evaluation is superior.
You just have to measure it.
Training Impact Tree
Identify the Organization's Values and Practices.
Identify Skills, Knowledge & Attitudes.
Define the scope & purpose of evaluation.
Quality Delivery & Retention of Training.
How well training cuts deficiencies in a particular workgroup.
Usefulness of Parallel Training for Managers & their Staff.
Variables in the work environment that discourage or facilitate the effect of training.
1 Attachment(s) [Login To View]