Evaluation

Objective
 At the end of the session you will be able to
understand different types of evaluation
techniques & create a effective feedback
form.
What is Evaluation ?
 Evaluation is a collection of analysis and
interpretation of information, about any
aspects of a programme of education or
training, as part of a recognised process of
judging its effectiveness, efficiency and any
other outcomes it may have.
Why Evaluate ?
 Provides feedback on effectiveness of the
training programme
 Get to know the extent of application of
learning
 How to increase the effectiveness of current
or future training programmes / development
activities
Types of Evaluation
Instruments
Data gathering device administered at different
stages of training is called an evaluation
instrument.

Common categories are:-

• Questionnaire or Survey (Feedback Form)
• Interview (IDP-SIG)
• Test
• Focus Groups (GD)
• Observation of participants (OJE)
• Performance records (Periodic Reviews)
Questionnaire or Survey
 Questionnaires are the most common form of
programme evaluation.
 Pros :-
 Cost Effective
 Honest feedback due to anonymity & confidentiality
 Cons :-
 Tendency to please, specially in developing countries,
hence at times respondents always tick on “Yes” or what
seems to be correct rather than what they actually feel.
 Create an environment of openness during session to
encourage participants to express what they actually
feel.
 Interview (SIG, Crew Evl.)
 This method is popular for lower level
workers who are comfortable in their
vernacular language but can be used for all
levels.
 Pros
 Gives opportunity to clarify information received
 Personnel contact
 Cons
 High Cost
 Trained Interviewer / observer is required
 No anonymity
 Test
 Tests are used to measure the increase in the
learning / knowledge level, Pre & Post course
comparison are commonly used to measure the
increase of knowledge level.
 Pros
 Low Cost
 Quick Processing
 Cons
 Psyche Threatening
 Low relation to job performance (Uncommon)
 Focus Groups
 It is a small GD conducted by an experienced
facilitator when in-depth feedback is required,
very effective method for generating new ideas.
 Pros
 Low Cost
 Can be quickly organised
 Cons
 Selection of Participants
Observation of Participant (OJE)
 Changes in the behaviour & skill and application of
the same on Job is evaluated through OJE by a
supervisor or one of the Training Staff.
 Pros
 Instant corrective measures can be carried out
 Cons
 Trainees might get conscious
Performance Records
 It is an indirect method of evaluation through
available data.
 Pros
 Reliable
 Easy to use
 High job relevance
 Objective
 Cons
 Data not readily usable
Creating a Feedback Form

 Use Yes/No, Agree/Disagree/Not Sure or a

Three Point Scale when participants are under
graduates. (O & C, Sectional Training)

 Use 1 to 5 scale rating when participants are

graduates & 1 to 10 for Post Graduates. (ASL
Workshops, DC Sessions.)
Creating a Feedback Form
 Do not put two question into one.e.g. “Was the
trainer polite & answered all your questions?”

 Use Open Ended questions towards the end of the

feedback form to allow participants to give any
additional information that might have not been
asked in the questionnaire.
Creating a Feedback Form
 The question and the response options must be in
the same line and each line should have a
distance of 1 cm from each other.
 Keep the feedback form short & simple.
Thank You