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Tips for effective training… The training session is over and trainees have returned to their jobs to begin applying what they’ve learned, so the trainer’s job is done, right? Wrong. A successful training program is always a work in progress, and the training cycle isn’t complete without an evaluation of training’s effectiveness, which leads to decision-making and planning for future training. Therefore, a useful and informative evaluation program needs to be a part of your overall training operation. Here are several methodologies for evaluation as well as practical ways to retrieve good results. To begin with, what should you be looking for in your evaluations?
This is a lot of information to gather; fortunately there are many methods and tools available to help you. Kirkpatrick’s Four-Level Model of EvaluationDonald Kirkpatrick, author of many books, such as Evaluating Training Programs: The Four Levels and Another Look at Evaluating Training Programs, created a four-level evaluation system more than 40 years ago, which has stood the test of time and continues to be utilized in many training programs today. Here are Kirkpatrick’s four levels of evaluation. Level I: ReactionKirkpatrick’s first level evaluates how well participants liked the training session. If you’re interested in running the best training program possible, you want participants to be motivated for and engaged with training. This exercise gives trainees the opportunity to give feedback to the trainer on the pros and cons of the session, which is valuable information that shows trainers specific areas to Follow these tips when obtaining feedback on trainees’ reactions:
Reaction SurveysIdeally, trainers will include reaction surveys as the final section of training sessions and will insist on 100 percent participation. Make surveys easy to fill out by following these guidelines:
Level II: LearningThis level measures how much of the desired principles, techniques, and skills trainees learned in the training session. In order to determine what trainees learn during a session, you need to know what they knew before training. Follow these suggestions for measuring learning:
Level III: BehaviorThe third level measures employee behavior changes based on training. Your goal is to see how well trainees incorporate learned principles, skills, and knowledge into their jobs on a permanent Follow these methods for evaluating behavior:
Level IV: ResultsKirkpatrick’s first three levels focus on trainees and the effect of training on their performance. The last level in Kirkpatrick’s evaluation model focuses on the results of training on the company in
Follow these suggestions for measuring the results of training on the company’s overall performance:
Evaluation by Return on Investment (ROI) Analysis (or the Fifth Level of Evaluation)Some training professionals consider ROI analysis to be one method for determining the results of Kirkpatrick’s fourth level of evaluation. Others consider ROI its own level and make it the 5th level of evaluation. In any case, this method is an effective way to measure the success of your training program. ROI analysis gives the trainer data about the financial impact training programs have on the organization. It differs from Level IV evaluation in the sense that Level IV takes into consideration nonfinancial data such as employee satisfaction. ROI analysis deals strictly with the financial impact of training. It answers the question “For every dollar invested in training, how many dollars does the employer get back?” Here are three great reasons to use ROI analysis:
Many business executives view training as a business expense and, therefore, measure its worth in terms of profits made or savings earned from this expense. You need to make sure training is seen as beneficial to your company. Use the following formula when measuring the ROI for your company to get the percentage of profit earned for every training dollar spent. ROI Formula:ROI (%) = Monetary Benefits – Training Costs x 100 To get the figures for this formula, keep track of training costs, including:
After training, keep track of monetary benefits, including:
Here’s an example for Ace Widget Company. Assume that a widget-making skills training session increased production by 20% and that a 1% increase in production yielded $40,000 in annual
So in this example for every $1 spent on training, the organization gained a net benefit of $3. ROI Analysis is fast becoming an essential level of evaluation for companies who invest in Standardized TestsTests can be used for collecting information at all five levels of evaluation. They can be given prior True-FalseWhen designing true-false tests, keep these factors in mind:
Multiple ChoiceThese tests may be the most popular with trainees, but they can be the hardest to write for trainers. Follow these suggestions when designing multiple choice tests:
MatchingThis type of test is used less often but can be fun for the trainee and much easier to design for trainers. Here’s how to write a matching quiz:
Fill in the BlankThese tests can be tricky to write, but they prove that trainees learned the information because they have to produce the right answer without seeing it on the page as in any of the previous tests mentioned. Follow these tips for composing fill in the blank questions:
Other Evaluation MethodsSome other evaluation methods include first-hand observation and production data analysis. You can use observation both in the classroom to monitor trainees as they practice new skills and later on the job to see how they’re incorporating training into their performance. Your goal is to see how well the trainee learned the skill. You can develop a rating scale or simply make comments. Use production data analysis by keeping track of production quotas and other data before and after training. Compare the results to see measurable ways training improved job performance. Make sure you take into account variables other than training that could have affected performance when you look at these numbers. Transferring Learning to WorkIn order to ensure your training has been effective, you need to do more than evaluate. You also need to take post-training time to help trainees transfer new skills and knowledge to the workplace— and to make these changes stick. You may need to help employees overcome certain obstacles to applying training to the job. Obstacles to the TransferHere are common obstacles employees may encounter:
How to Avoid ObstaclesHere’s how you can help trainees avoid obstacles to transferring what they’ve learned:
Putting It All TogetherInvesting in human capital is a wise decision for every organization. Training makes better employees, and better employees make better companies. Keep in mind training is much more than a one-time event as long as methods and technologies keep changing the way we work. For companies to stay competitive, they must invest in their employees by turning them into lifelong learners. Follow the steps outlined in this manual to design and run an effective training program that will motivate and train your workforce to be the best in the industry—and that will have positive effects on every department in your company.
With these steps in hand, you’re now ready to put together a top-notch training program. |