Hi Can anyone please explain any 2 models of Evaluation. :D
From United Arab Emirates, Dubai
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2From United Arab Emirates, Dubai
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Hi Preeti,
For the evaluation of T&D, the widely used model is Kirkpatrick's Model. It consists of four steps:
1. Reactions
2. Learning
3. Behavior
4. Results
1. Reactions: "Reaction may best be defined as how well the trainees liked a particular training program." Reactions are typically measured at the end of training—at Point 3. However, that is a summative or end-of-course assessment, and reactions are also measured during the training, even if only informally in terms of the instructor's perceptions.
2. Learning: "What principles, facts, and techniques were understood and absorbed by the conferees?" What the trainees know or can do can be measured during and at the end of training but, in order to say that this knowledge or skill resulted from the training, the trainees' entering knowledge or skills levels must also be known or measured. Evaluating learning, then, requires measurements at Points 1, 2, and 3—before, during, and after training.
3. Behavior: Changes in on-the-job behavior. Clearly, any evaluation of changes in on-the-job behavior must occur in the workplace itself—at Point 4. It should be kept in mind, however, that behavior changes are acquired in training and they then transfer (or don't transfer) to the workplace. It is deemed useful, therefore, to assess behavior changes at the end of training and in the workplace.
4. Results: "Reduction of costs; reduction of turnover and absenteeism; reduction of grievances; increase in quality and quantity of production; or improved morale which, it is hoped, will lead to some of the previously stated results." These factors are also measurable in the workplace—at Point 4.
Hope you got it.
Dips
From India, Delhi
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For the evaluation of T&D, the widely used model is Kirkpatrick's Model. It consists of four steps:
1. Reactions
2. Learning
3. Behavior
4. Results
1. Reactions: "Reaction may best be defined as how well the trainees liked a particular training program." Reactions are typically measured at the end of training—at Point 3. However, that is a summative or end-of-course assessment, and reactions are also measured during the training, even if only informally in terms of the instructor's perceptions.
2. Learning: "What principles, facts, and techniques were understood and absorbed by the conferees?" What the trainees know or can do can be measured during and at the end of training but, in order to say that this knowledge or skill resulted from the training, the trainees' entering knowledge or skills levels must also be known or measured. Evaluating learning, then, requires measurements at Points 1, 2, and 3—before, during, and after training.
3. Behavior: Changes in on-the-job behavior. Clearly, any evaluation of changes in on-the-job behavior must occur in the workplace itself—at Point 4. It should be kept in mind, however, that behavior changes are acquired in training and they then transfer (or don't transfer) to the workplace. It is deemed useful, therefore, to assess behavior changes at the end of training and in the workplace.
4. Results: "Reduction of costs; reduction of turnover and absenteeism; reduction of grievances; increase in quality and quantity of production; or improved morale which, it is hoped, will lead to some of the previously stated results." These factors are also measurable in the workplace—at Point 4.
Hope you got it.
Dips
From India, Delhi
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Hi Preeti,
Just to add to what Deepali said, I would like to add timelines for when these evaluations are normally conducted.
The model that was discussed is also known as a 4-level Training Evaluation.
Level 1 - Reactions - Normally done immediately at the end of the training through evaluation forms (sometimes also during the training by an informal observation by the trainer).
Level 2 - Learning - This is to check how the learnings from the training are understood/implemented by the trainee. Typically, this is done after 2-3 weeks of the training.
Level 3 - Behavior - This is to check how the training has impacted the individual. Behavior takes time to change. To maximize the effectiveness of this level evaluation, it is done anywhere between 3-6 months of training.
Level 4 - Results - This is where the confusion lies. There is no fixed timeline. Typically, this is done after 6 months of the training to measure the impact of training on the ultimate results by the trainee - could be value, behavior, or pure number crunching.
Hope this adds value to the topic.
Any comments, Deepika?
Regards,
Manish Modani
Polaris Management Services Pvt. Ltd.
Hyderabad
Mob: 0-93475-14040
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Just to add to what Deepali said, I would like to add timelines for when these evaluations are normally conducted.
The model that was discussed is also known as a 4-level Training Evaluation.
Level 1 - Reactions - Normally done immediately at the end of the training through evaluation forms (sometimes also during the training by an informal observation by the trainer).
Level 2 - Learning - This is to check how the learnings from the training are understood/implemented by the trainee. Typically, this is done after 2-3 weeks of the training.
Level 3 - Behavior - This is to check how the training has impacted the individual. Behavior takes time to change. To maximize the effectiveness of this level evaluation, it is done anywhere between 3-6 months of training.
Level 4 - Results - This is where the confusion lies. There is no fixed timeline. Typically, this is done after 6 months of the training to measure the impact of training on the ultimate results by the trainee - could be value, behavior, or pure number crunching.
Hope this adds value to the topic.
Any comments, Deepika?
Regards,
Manish Modani
Polaris Management Services Pvt. Ltd.
Hyderabad
Mob: 0-93475-14040
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(Fact Checked)-The user reply contains accurate information regarding the 4-level Training Evaluation model and the timelines associated with each level. There are no corrections needed. (1 Acknowledge point)
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Let me add my own position in respect of the 4 levels:
Level 1 - Reactions - Normally done immediately at the end of the training through evaluation forms (sometimes also during the training by an informal observation by the trainer).
I try to do this all the way through the training so that I can respond immediately to the trainees' issues and reactions and provide the best experience for them that I can at the time.
Level 2 - Learning - This is to check how the learnings from the training are understood/implemented by the trainee. Typically, this is done after 2/3 weeks of the training.
I do this all the way through the training so that if somebody isn't picking up a point, or if the whole class isn't, I can fix this problem immediately. I always consider that the client is paying a lot of money for the trainees to be trained, and the trainees are giving their energies and attention, so I must do the best for them also. I build this into the training from before day 1!
Level 3 - Behaviour - This is to check how the training has impacted the individual. Behaviour takes time to change - to maximize the effectiveness of this level evaluation, it is done anywhere between 3-6 months of training.
I do this regularly, with line managers too, during the first 3-6 weeks. 3 to 6 months is too late to try and put right any behaviors. It takes about 3 weeks of constant practice of the new behaviors before they become second nature, standard behaviors, and I want to help line managers to help their staff who have been on the training to get these behaviors right as soon as possible. This is something I agree IN ADVANCE with the line managers and trainees if possible.
Level 4 - Results - This is where the confusion is. No fixed timeline. Typically, this is done after 6 months of the training to measure the impact of the training on the ultimate results by the trainee - could be value, behavior, or pure number crunching.
Unusually, I do this BEFORE the training and then follow up regularly afterward, starting almost immediately after the training, out to 6 or often 12 months after. Why do I do this beforehand - to help the client KNOW that doing this training is actually going to deliver the results they need. I have a process for doing this, but it does require extra effort. However, given that it proves whether the training adds value or not more than pays for itself because if the training will not be adding sufficient value (financial and non-financial), then the client can decide to cancel the training and save the costs. It also means that as a trainer, I am less likely to be associated with failed training!
Hope this adds value to the topic.
Can I also say how much I enjoyed visiting Hyderabad in late June this year - my first trip to India, and I was in Mumbai as the monsoon broke, and 4 days later in Hyderabad when the rains came. I very much enjoyed the warmth and the hospitality of all the people I met - I look forward to coming back soon!
Best wishes,
Martin
From United Kingdom,
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Level 1 - Reactions - Normally done immediately at the end of the training through evaluation forms (sometimes also during the training by an informal observation by the trainer).
I try to do this all the way through the training so that I can respond immediately to the trainees' issues and reactions and provide the best experience for them that I can at the time.
Level 2 - Learning - This is to check how the learnings from the training are understood/implemented by the trainee. Typically, this is done after 2/3 weeks of the training.
I do this all the way through the training so that if somebody isn't picking up a point, or if the whole class isn't, I can fix this problem immediately. I always consider that the client is paying a lot of money for the trainees to be trained, and the trainees are giving their energies and attention, so I must do the best for them also. I build this into the training from before day 1!
Level 3 - Behaviour - This is to check how the training has impacted the individual. Behaviour takes time to change - to maximize the effectiveness of this level evaluation, it is done anywhere between 3-6 months of training.
I do this regularly, with line managers too, during the first 3-6 weeks. 3 to 6 months is too late to try and put right any behaviors. It takes about 3 weeks of constant practice of the new behaviors before they become second nature, standard behaviors, and I want to help line managers to help their staff who have been on the training to get these behaviors right as soon as possible. This is something I agree IN ADVANCE with the line managers and trainees if possible.
Level 4 - Results - This is where the confusion is. No fixed timeline. Typically, this is done after 6 months of the training to measure the impact of the training on the ultimate results by the trainee - could be value, behavior, or pure number crunching.
Unusually, I do this BEFORE the training and then follow up regularly afterward, starting almost immediately after the training, out to 6 or often 12 months after. Why do I do this beforehand - to help the client KNOW that doing this training is actually going to deliver the results they need. I have a process for doing this, but it does require extra effort. However, given that it proves whether the training adds value or not more than pays for itself because if the training will not be adding sufficient value (financial and non-financial), then the client can decide to cancel the training and save the costs. It also means that as a trainer, I am less likely to be associated with failed training!
Hope this adds value to the topic.
Can I also say how much I enjoyed visiting Hyderabad in late June this year - my first trip to India, and I was in Mumbai as the monsoon broke, and 4 days later in Hyderabad when the rains came. I very much enjoyed the warmth and the hospitality of all the people I met - I look forward to coming back soon!
Best wishes,
Martin
From United Kingdom,
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(Fact Checked)-[response] The user's reply provides a detailed explanation of Kirkpatrick's Four-Level Training Evaluation Model, emphasizing real-time feedback and continuous improvement. Well done! (1 Acknowledge point)
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Hi Martin,
Again, a note of thanks for your valuable suggestions. You add very good points to all that we know. Well, let me know when you come to India, in fact, to Delhi. Thanks once again.
Manish, I am Deepali, not Deepika. Thanks to you too for adding the points.
Dips
From India, Delhi
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Again, a note of thanks for your valuable suggestions. You add very good points to all that we know. Well, let me know when you come to India, in fact, to Delhi. Thanks once again.
Manish, I am Deepali, not Deepika. Thanks to you too for adding the points.
Dips
From India, Delhi
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Sorry, Deepali... galti se mistake ho gaya....
And Thanks, Martin; it surely was a value-add to the 4 levels.
Still would like to clarify a few things from my end:
It's really nice that you are working with the trainees in your company on a regular basis. I'm sure the effectiveness of training would definitely be higher if the trainer is in-house.
Let's consider consultants like us, who deliver training across organizations. The timelines that I mentioned were more specific to us probably - at least this is what we follow based on our experience.
I'm sure the client would be happy if we say, "we would like to come to your company every week to do an evaluation of a 2-day workshop that we did." The client will be more than happy, but my costs would go up for a toss.
I totally agree with you for the 1st level evaluation that you do continuously in the training workshop - that's something that I mentioned - the confusion was probably because I mentioned it in the brackets ;-)
Awaiting your comments on that...
Nice to know you liked Hyderabad. It indeed is a lovely place. Did you see all the places here? The forts, monuments, etc.? Wish I had registered with citehr before - it would have been a nice opportunity to meet you and share thoughts. Nonetheless, there is always a next time... what say?
Regards,
Manish Modani
Hyderabad
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And Thanks, Martin; it surely was a value-add to the 4 levels.
Still would like to clarify a few things from my end:
It's really nice that you are working with the trainees in your company on a regular basis. I'm sure the effectiveness of training would definitely be higher if the trainer is in-house.
Let's consider consultants like us, who deliver training across organizations. The timelines that I mentioned were more specific to us probably - at least this is what we follow based on our experience.
I'm sure the client would be happy if we say, "we would like to come to your company every week to do an evaluation of a 2-day workshop that we did." The client will be more than happy, but my costs would go up for a toss.
I totally agree with you for the 1st level evaluation that you do continuously in the training workshop - that's something that I mentioned - the confusion was probably because I mentioned it in the brackets ;-)
Awaiting your comments on that...
Nice to know you liked Hyderabad. It indeed is a lovely place. Did you see all the places here? The forts, monuments, etc.? Wish I had registered with citehr before - it would have been a nice opportunity to meet you and share thoughts. Nonetheless, there is always a next time... what say?
Regards,
Manish Modani
Hyderabad
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Training Evaluation - PPT 6.ppt
Call Evaluation Model.doc
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(Fact Checked)-The provided information about Kirkpatrick's model of evaluation is accurate, detailing the four levels of evaluation: Reactions, Learning, Behavior, and Results. Well explained! (1 Acknowledge point)