TRAINING

EVALUATION
Evaluation is a systematic process to determine the worth, value,
or meaning of an activity or process.

These broad purposes can be divided into ten evaluation

purposes, identified and described below:
 To determine success in accomplishing programme objectives.
 To identify the strengths and weaknesses in the training
process.
 To compare the costs to the benefits of a training programme.
 To decide who should participate in future programmes.
 To test the clarity and validity of tests, cases, and exercises.
To identify which participants were the most
successful with the programme.
 To reinforce major points made to the participants.
 To gather data to assist in marketing future
programmes.
 To determine if the programme was the appropriate
solution for the specific need.
 To establish a database that can assist management in
making decisions.
KEY ISSUES IN TRAINING
EVALUATION

For effective training evaluation, the principal significant

questions should be:

To what extent were the identified training needs/ objectives

achieved by the programme?
To what extent were the learners’ objectives achieved?
What specifically did the learners learn or be usefully
reminded of?
What commitment have the learners made about the learning
they are going to implement on their return to work?
RESPONSIBILITY FOR THE
EVALUATION OF TRAINING

The following stakeholders have their role in evaluation of

training:

Senior management
The trainer
Line management
The training manager
The trainee
TRAINING EVALUATION AND
VALIDATION OPTIONS

Option 1- Do nothing
Option 2- Minimal action
Option 3- Minimal desirable action leading to evaluation
LEVELS OF TRAINING
IMPACT EVALUATION
The question of what to evaluate is crucial to evaluation
strategy.

The answer depends on the type of training programme,

the organisation, and the purposes of evaluation.
MODEL-1

THE KIRKPATRICK FOUR-LEVEL

APPROACH
 Level Questions

1. Reaction Were the participants pleased with the

programme?

2. Learning What did the participants learn in the

programme?

3. Behaviour Did the participants change their behaviour

based on what was learned?

4. Results Did the change in behaviour positively affect

the organisation?
MODEL-2

KAUFMAN’S FIVE LEVELS OF

EVALUATION OF TRAINING
IMPACT
 LEVEL EVALUATION FOCUS
5. Societal Societal and client responsiveness,
outcomes consequences and pay-offs.
4. Organisational Organisational contributions and
output payoffs.
3. Application Individual and small group (products)
utilisation within the organisation.
2. Acquisition Individual and small group mastery and
competency.
1b. Reaction Methods, means, and process
acceptability and efficiency.
1a. Enabling Availability and quality of human,
financial, and physical resources input.
MODEL-3

THE CIRO APPROACH TO

EVALUATE TRAINING IMPACT
As with other approaches, four general categories of
evaluation are described, which form the letters CIRO.

 Context evaluation.

 Input evaluation.

 Reaction evaluation.

 Outcome evaluation.
Context Evaluation :- During this process, three types
of objectives may be evaluated:
1. Ultimate objectives.
2. Intermediate objectives.
3. Immediate objectives.

Input Evaluation :- It involves obtaining and using

information about possible training resources to choose
between alternative inputs to training.

Reaction Evaluation :- It involves obtaining and using

information about participants’ reactions to improve the
HRD process.
Outcome Evaluation :- There are four stages that form outcome
evaluation.

1. Defining trend objectives.

2. Selecting or constructing some measures of those objectives.

3. Making the measurements at the appropriate time.

4. Assessing the results and using them to improve later programmes.

MODEL-4

The Philip’s five level ROI

framework to evaluate Training
impact
The ROI process adds a fifth level to the four levels of
evaluation developed by Kirkpatrick.

At level 1
Reaction & Planned action
At level 2
Learning
At level 3
Job application
At level 4
Business Results
At level 5
Return on investment
THANK YOU !!!