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Employee skills have always been crucial for an organization to achieve its business goals. Hundreds of Thousands, even millions of pesos are spent by companies annually to ensure that employees are properly equipped to do their job effectively. The question has always been how much do training programs really contribute to employees capability and productivity? Do the huge investment in training pay-off, do companies get a return on investment when they spend on human resource development? The answer is, NOT ALWAYS.
Just like any product or service, only quality training programs pay off. Several questions need to be answered in order to determine if training programs really pay-off:
1. Did the participants appreciate it?
2. Did they learn the skills?
3. Were the Skills applied?
4. Did the application of skills translate to improved performance or productivity?
To be able to answer these questions, there is a need to gauge the participants appreciation of the program, the amount of information/skills the acquired, applied and its impact on performance. Evaluating Training Programs should be done not only to determine return-on-investment (because effective programs often do) more so, it should be done to identify areas for improvement so that programs can have more impact on the participants' performance.
The goal of this course is to equip the participants with the necessary skills and tool to effectively measure training quality.
II. COURSE OBJECTIVES:
At the end of the training, the participants will be able to integrate and apply evaluation in designing training programs. Specifically, they are expected to:
determine the importance of evaluating training
determine when to conduct evaluation
determine the appropriate approach to measure learning
identify the levels of evaluation
compute for the training ROI
COURSE OUTLINE:
Day 1:
Pre-training Assessment of Participants
Module 1: Introduction to Training Evaluation
¤ Evaluation as Part of the Training Cycle
F Identify training needs
F Plan the training
F Prepare the employees
F Conduct the training
F Evaluate the training program
Training Evaluation
¤ Definition
¤ Purpose of evaluating training programs
¤ Improving Training Programs
¤ Barriers to Effective Training Evaluation
¤ When to Conduct Evaluation
F Pre-training Evaluation
F Formative Evaluation
F Summative Evaluation
Individual Activity (Pre-training Evaluation)
Module 2: The four-level training evaluation
F Overview
Strategies for the 4-level Training Evaluation
¤ Level 1: Measuring Reaction
¤ Daily session evaluation
Day 2:
¤ Level 2: Measuring Learning
¤ Level 2 Process Flow
F Design of Evaluation Tools
F Checklist for the design of test questions
F Administration of Pre- & post-test
¤ Guidelines for analyzing data
¤ Preparing reports for Levels 1 & 2
¤ Post-test Activity
¤ General course evaluation
Day 3:
¤ Recap of Day1
¤ Level 4: Measuring Results
Processing of Level 4 Activity
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