TRAINING EVALUATION SYSTEM

WHY TRAINING EVALUATION

Training is always done with specific objectives. Hence, evaluation of training is very important.
It is important because:

1. It tells us about the quality of training and the effect it has created on the learners.
2. Systematic evaluations also help us in pointing out the weaknesses of the training
program so that in future such things can be taken care of.
3. It also indicates the extent to which learners have learnt from the program and
4. The extent they have transferred their learning into their daily job.

For the evaluation to be effective, it is very important that training objectives are carefully
thought and framed, the principal significant questions should be:

1. To what extent the identified training needs objectives achieved by the programme?
2. To what extent were the learner’s objective achieved?
3. What did the learner’s learn?
4. What commitment have the learners made about the learning they are going to implement
on their work?

This model is referred from Kirkpatrick’s model of training evaluation.

Evaluation Steps

Reactions

Learning

Transfer

Results
Step 1 REACTION

It indicates the feedback of the participants with regard to the coverage, deliverability, content,
presentation and duration of the program. (annexure 1 attached)

Process
1. A feedback form will be circulated to the trainees at the end of the training program to
gather their individual feedback / comments.
2. The training feedback questionnaire will cover all the domains mentioned above.
3. Trainees would rate each and every domain on ______ scale.

Step 2 LEARNING

The purpose of this stage is to obtain information on the amount of learning by the trainees.
Getting feedback in an organized manner helps in correct and valuable evaluation.

We can evaluate a trainee learning by the following ways

1. Personal action plan

2. 180 degree feedback

Process
1. All the trainees will be asked to answer the following the questions and would be asked
to reply them while at work:
• What was your learning out of the session: we would know the extent to which an
employee has learned out of the training.
• How will you implement the learning on actual work? – this is also an employees
personal action plan.
• What support you require from your senior mangers for implementing the same.
All the trainees would send these answers to the Trainer or Assigned evaluator.

2. 180 degree feedback is done by giving a feedback form to the trainee juniors, trainee
himself and his reporting senior. This feedback will be collected after receiving PAP
from the trainees and therefore questionnaire will be based on the trainee PAP which
he/she submits. The questionnaire will be prepared by Trainer or Assigned evaluator

Step 3 TRANSFER

It is very important to give time to learners to reflect their learning on their work place.

Process:
1. During this phase 3 months time will be usually given to trainees to actually reflect the same
at the work place.
2. Follow ups are regularly done by Trainer or Evaluator.
3. At the end of three months 180 degree feedback will be repeated and same questionnaire
which was filed earlier will be filled again by the same employees.
Step 4 RESULTS

Evaluation at this level consists of an attempt to measure aspects of the effects of trainee’s job
behavior –whether on productivity or efficiency of trainee’s department.

Procedure:

1. Scores of 180 degree which was taken in Phase2 and 3 will be at the final evaluation.
2. The deviations would reflect the success of the training imparted.
3. Positive deviation would reflect the improvement in an employee behavior or efficiency