Post-Training Performance

Evaluation and Return on

Investment in Training

Keshava Sharma
Airports Authority of India
1
 Outline

Introduction

Evaluation

ROI Framework to Evaluate Training Impact

Training Audit

Effectiveness of Training

2
 Evaluation
Assessment Design Implementation Evaluation

Assess needs

Select
Priorities Define
Evaluation
needs objective
criteria

Develop
lesson plan Determine
Evaluation
design
Develop/acquire
materials
Deliver the Collect
HRD evaluation of
Select programme or programme or
trainer/leader intervention intervention

Select methods
and techniques Interpret
result
Schedule the
programme/
intervention

Fig. 1 Training Process Model

Source : Randy L. Desimone et.al ‘Human Resource Development’ 3rd edition, Thomson South-Western 3
 Evaluation
• Evaluation Criteria
1 Before training

reaction
learning

Training
2 During training

After training or before entry

3
(re-entry)
Workspace
behaviour

4 In the workplace

results
5 Upon exiting the workplace

Ultimate value

Fig. 2 Structure of Training Evaluation 4

 Evaluation
Table 1. Tools for Evaluation
Learning
Reactions Learning Behaviour Results
Tools
Delegate questionnaire or reports    
Manager questionnaire or reports    
Written test or examination 
Practical test or demonstration  
Customer survey  
Employee survey  
Interviews    
Performance appraisal  
Observation  
Company financial results 
Company results on other relevant performance

indicators
Results on team / departmental performance

indicators
Results on personal performance indicators 
Top management opinion    
Recognition as Investor in people 

5
 Evaluation
Table 2. Coverage of Evaluation
Dimensions Areas of Evaluation

Context a) Pre-training Factors

i. Preparation
ii. Learning motivation
iii. Expectation

Input b) Training Inputs

i. Curriculum including strategy (sequencing)
ii. Specific events
iii. Specific sessions

Context c) Training Management

i. Areas of satisfaction/dissatisfaction
ii. Training facilities
iii. Other facilities

Process d) Training Process

i. Learning climate
ii. Training methods (pedagogy)
iii. Other facilities

6
 Evaluation
Table 3. Cont’d

Dimensions Areas of Evaluation

Outcome e) Participant Development

i. Conceptual development
ii. Learning of skills
iii. Change in values/attitudes
iv. Change in behavior
v. Application

Outcome f) Organizational Development

i. Job effectiveness
ii. Team effectiveness
iii. Organizational effectiveness

Context g) Post-training Factors

i. Cost
ii. Organizational support
iii. Organizational factors hindering or facilitating use of training

7
 Evaluation
Models of Training Evaluation

Levels Posers
a) Reaction of trainee What they thought and felt about the training.

b) Learning The resultant increase in knowledge or capability.

c) Behaviour Extent of behaviour and capability improvement

and implementation/application.
d) Results
The effects on the business or environment
resulting from the trainee’s performance.

Table 4. Kirkpatrick’s four levels of Evaluation of Training Impact

8
 Evaluation
Kaufman’s Five levels of Evaluation of Training Impact

Levels Posers
a) i) Enabling Availability and quality of human, financial and physical resources input.
ii) Reaction Methods, means and process acceptability and efficiency.

b) Acquisition Individual and small group mastery and competency.

c) Application Individual and small group (products) utilisation within the organisation.

d) Oraganisational output Organisation contributions and pay-offs.

e) Societal outcomes Societal and client responsiveness, consequences and pay-off.

Table 5. Kaufman’s Five Levels of Evaluation of Training Impact

9
 Outline

Introduction

Evaluation

ROI Framework to Evaluate Training Impact

Training Audit

Effectiveness of Training

10
 ROI Framework to Evaluate Training
Impact
Phillip’s five Level ROI Framework to
Evaluate Training Impact
Levels Brief Description
a) Reaction and planned Measures participant’s reaction to the programme and outlines specific
action plans for implementation.

b) Learning Measures skills, knowledge or attitude changes.

c) Job application Measures change in behaviour on the job and specific application of the
training material.

d) Business results Measures business impact of the programme.

e) Return on investment Measure the monetary value of the results and costs for the programme,
usually expressed as a percentage.

Table 7. Philip’s Five Level ROI Framework 11

ROI Framework to Evaluate Training
Impact
Evaluation
Purposes
Tabulate
Programme
Evaluation
costs
Instruments

Collect Data Insolate the Convert data Calculate the

for effects of to monetary return on
Evaluation Training value investments

Evaluation
Identify
Timings
intangible
benefits
Evaluation
Levels

Fig. 3. ROI Process Model

12
 Outline

Introduction

Validation

Evaluation

ROI Framework to Evaluate Training Impact

Training Audit

Effectiveness of Training
13
Training Audit

Organisation
level

Department
level

Programme
level

Fig. 4 Level of the Training Audit

14
 Training Audit
Steps in Training Audit

Audit
programme

Task
Famili- Audit the Audit Present
action
arisation client consumer report
agencies

Audit
Programmed
Organiser or
Facilitator/trainer

Fig. 5 Training Audit Model

15
 Outline

Introduction

Evaluation

ROI Framework to Evaluate Training Impact

Training Audit

Effectiveness of Training

16
 Effectiveness

• Effectiveness of Training
A training programme is designed and administered by synchronising a
variety of factors involving creativity, hard work and financial resources of
various partners of training like training administrators, trainers, training
institutions, learners and beneficiary organisations. All these partners
have definite interest in the programme and therefore would like to
appraise and evaluate the effectiveness of the training for variety of
purposes.

17
 Input Output

Training
Needs
T.R.L. Result

Training
Objectives
Pre L.T. Behaviour Post-
Training Training
Session
Design
Evaluation T.C.T.I. Learning Evaluation

Training
Materials

Reaction
Session
Guides

Implementation Output

Inputs and
Process
Evaluation

During Training Evaluation

Fig. 6. Evaluation of Training

18
 Table 8. Factors for Training Evaluation

Areas of Evaluation What to Evaluate

1. Pre training Factors (a) Preparation

(b) Learning Motives

(c) Expectations

2. Training Events and its Management (a) Curriculum

(b) Specific sessions

(c) Areas of satisfactions/dissatisfaction

(d) Training facilities

3. Participant Development (a) Conceptual development

(b) Learning of skills

(c) Change in Values / Attitude

(d) Change in behaviour

(e) Application
4. Organisational Development (a) Job effectiveness

(b) Team effectiveness

(c) Organisational effectiveness

5. Post-training Factors (a) Cost

(b) Organisational Support

(c) Organisational factors hindering or facilitating use of training

6. Training Process (a) Learning climate

(b) Learning methods

(c) Trainer team effectiveness

20
Thanks for Your Attention!
Any Questions?

CATC/*PPT 21