Week 3 Project

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Training Evaluation Benefits for the trainees include learning new knowledge, skills, and behaviors. Potential benefits for the company include increased sales, improved quality, and more satisfied customers.

Training evaluation refers to the process of collecting data regarding the outcomes needed to determine whether training is effective. The training outcomes refer to measures the trainer and the company use to evaluate training programs.

Why Evaluate Training

Training evaluation helps understand investments, training product, and needed to improvement. If an inadequate return on investment is realized, the company may reduce its investment or look for training outside.

Formative Evaluation

Formative evaluation is the evaluation of training that takes place during program design, which helps ensure the training program is well organized and runs smoothly and helps trainees learn and be satisfied.

Formative evaluations ask participants their opinions about the training content and methods. The training content may be changed to improve accuracy, comprehension, and appeal.

Formative evaluation involves a pilot or beta testing, which is previewing a training with trainees and their managers. The test group is then asked to provide feedback about content and delivery to improve the process.

Summative Evaluation

Summative evaluation measures how much the trainees have changed as a result of training, or it examines whether the trainees have improved or acquired knowledge, skills, attitudes, behaviors, or other outcomes. Summative evaluation can examine the business impact of training.

The Importance of Evaluation

There are multiple reasons to evaluate training effectiveness:

Identify the strengths and weaknesses, including whether the program is meeting learning objectives, and quality and whether the transfer is occurring.

Assess how various features of the training content contribute to learning and transfer.

Identify which trainees benefited the most or least and analyze the reason for the same.

Gather information to use for marketing training.

Determine benefits and costs of the program.

South University

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Compare the costs and benefits of training versus other human resource management (HRM) investments.

Compare the costs and benefits of the training programs in order to choose the most effective and efficient programs.

Kirkpatrick Model of Training Evaluation The Kirkpatrick model of training evaluation was first published in 1959. The model was then updated in 1975 and then again in 1994, leading to its current form. There are four basic levels to the model:

Level 1: Reaction

Level 2: Learning

Level 3: Behavior

Level 4: Results

Kirkpatricks Model Described (Noe, 2017, p. 503):

Reaction This level measures how your trainees (the people being trained) reacted to the training. Was it valuable, informative, and applicable to the job?

Learning This level measures what your trainees have learned and the degree of how much their knowledge increased as a result of the training. For accurate measurement, you would probably want to administer a preclass assessment of knowledge to compare with after-training results.

Behavior This could also be called follow-up evaluation. This level evaluates how far your trainees have changed their behavior, based on the training they received.

Results This level evaluates the final results of training. What were the outcomes? Was it good for the employee or company? Noe (2017, pp. 246–291) includes a myriad of evaluating procedures for this determination.

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South University

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Additional Materials

From your course textbook, Employee Training and Development, read the following chapters:

Program Design

Training Evaluation