Hi Tanushree,
It's a great topic you have chosen..surely you would learn a lot in the process..
Inputs:-
"Training is the systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience
Level 1 — Reaction — at this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of immediate customer satisfaction. The following guidelines suggested by Kirkpatrick (1994) for evaluating reactions are:
• Determine what you want to find out.
• Design a form that will quantify reactions.
• Encourage written comments & suggestions.
• Get 100% immediate response.
• Get honest responses.
• Develop acceptable standards.
• Measure reactions against standards, and take appropriate action.
• Communicate reactions as appropriate.
Level 2 — Evaluating learning — this level obtains information on the extent to which learning objectives have been obtained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and, as appropriate, the extent to which attitudes have changed in the desired direction. So far as possible, the evaluation of learning should involve the use of tests before and after the programme — paper and pencil or performance tests.
Level 3 — Evaluating behaviour — this level evaluates the extent to which behaviour has changed as required when people attending the programme have returned to their jobs. The question to be answered is the extent to which knowledge; skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place before and after the training. Time should be allowed for the change in behaviour to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behaviour and the application of knowledge and skills have been achieved.
Level 4 — Evaluating results — this is the ultimate level of evaluation and provides the basis for assessing the benefits of the training against its costs.
The evaluation has to be based on before and after measures and has to determine the extent to which the fundamental objectives of the training has been achieved in areas such as increasing sales or increasing customer satisfaction. Evaluating results is obviously easier when they can be quantified. However, it is not always easy to prove the contribution to improved results made by training as distinct from other factors and as Kirkpatrick says "Be satisfied with evidence, because proof is usually impossible to get"
Yes the topic is worth a research..
Surely you should get the information & be able to collect both the primary & secondary information..
Problems faced by Training Managers:-
* Constant follow up the process in before & after evaluation.
* Some managers regard it as paper filling exercise!! they haven't realised the importance of change..
* Disregard by the superiors on this issue
* Lack of interest by the participants
Hope this helps..
Have a great day!!
Cheers,
Rajat Joshi