Training evaluation

 

Training research provides insights on T&D trends and best practices.

Offering actionable recommendations and the opportunity to benchmark T&D practices.

The Kirkpatrick Taxonomy is the widely used method of evaluating training effectiveness.

Training evaluation is the systematic process of collecting information and using to improve training.

Evaluation helps you make decisions.

Purpose:

To gain knowledge about whether it has achieved or failed its objectives.

Kirpatrick evaluation:

Reaction 

Learning

Behaviour

Results

Process:

Discussion / surveys and questionnaires / post-training quizzes / assessments / examinations

Choosing optimum method

 

Objectives:          To the development of the job performance skills.

Subject matter:      Alter equipment and procedure. verbal or manipulate / symbolic or non-symbolic

Target population:     Class size / Attitudes / Level of  trainees / Group

Infrastructure:     Room / training aids / training resource etc.,

Time:         Number of hours / days

Cost:      interlinked with time, no. of instructors and trainees

Seminar method

 

Like as the discussion method.

Several groups carry out a study a topic given by the instructor.

Rest of the group present findings.

Reach conclusion.

Do:

Provide guidance

Provide new solution to problem under study by the group

Forum for exchange of information on approaches, techniques etc.,

Discussion method

 

Use: combination of questions, answers and comments from instructor.

Objective:

Identify real problem

Analyses of data

Testing hypothesis

Evaluation 

Conclusion

Recommendation

Do: 

Stimulation of interest

emphasizing data

Supplementing activities

Preparing apply theory and future instruction

Determining trainees' abilities

summary

Programmed Instruction method

 

PI is defined as a method of self instruction/learning.

There is a clear statement of objective for each session.

Trainee are able to do at the end of the programme.

Do:

Able to trainees complete the course quickly.

Demonstration method

 

Demonstration method is actual performance done by an instructor.

It is combined with lecture method.

Illustrate:

manipulative operation...

procedures and skill...

construction and principles...

safety procedure...

Lecture method

 

Effective lecturing is a skilled task.

Because... 

trainees interest and attention has to be generated by  the trainer.

Do:

To transmit information.

To provide background of information.

To set the appropriate atmosphere.

To change or mould attitude.

To summarize.

Story telling method

Stories allow a person to feel and hear the information factually, visually and emotionally.

It is likely imprinted on our brain.

The learning points from a story are very likely to have a best effect on others.

The activity of right and left hemispheres of the brain in the story telling and listening.

It is useful of imagination, visualization and creativity.

So... tell a story when a right time and place.

Panel discussion method

 

It involves a group of trainee, gathered to discuss a topic in fron of an audience.

Panels usually include a moderator who guide the discussion.

Features:

A few subject matter experts gather on stage or in front of the amera.

The panelists share facts or personal experiences, express opinons, and answer trainees/audience questions.

Use:

It facilitates clarification on knotty issues.

It highlights the multi-dimensions.

It develop presentation skill.

Group Discussion method

 

Small-group discussion is a trainee-centered methodology.

Trainees are divided into groups and they are encouraged to discuss.

It allows to trainee to actively involve and be partners in the training process.

Trainees interact with trainees and trainers, discussing and sharing ideas.

To build consensus in a group.

Remember it:

Group discussion should supported by the trainer.

Trainer should active.

Use:

It is usually based on papers prepared by trainees on a given subject.

The trainees read their papers, which are usually followed by ciritical discussion.

Role of the trainer:

Initiator

Contributor

Channelizer

Confrontationist

Moderator 

Conductor

Brain stroming method

 

Brain storming method:

Brainstrom is a sudden idea or plan.

To think about and try to come up with ideas or solutions to a problem.

It is a large or small group activity that encourage trainees to focus on a topic.

Characteristics:

It is an intellectual activity

It involves divergent thinking.

Do:

How to prepare?

How to stimulate?

How to engage the trainees?

 

 

 

Decision making method

 

Decision making method:

Decision making plays a fundamental role in our business and personal live.

Aim to understand decisions, define problems, evaluate options and make the best choices.

Why?

To train people interactively as they develop and use the strategies presented to improve the efficiency and effectiveness of their decisions.

 

Five skills:

Identify critical factors

Evaluate options accurately

Anticipate outcomes and see logical consequences

Navigate risk and uncertainty

Requiring quantitative analysis.

Cost benefit analysis method

This method is used to ROI (return of investment) and utility analysis.

Cost-benefit analysis is a systematic process.

Also used to analyze which decisions to make.

Five steps:

Specify the set of options...

Decide whose costs and benefits count...

Identify the impacts and select measurement indicators...

Predict the impacts over the life of the proposed regulation...

Monetise (place rupees values on) impacts.

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Behaviour modeling method

It is used for interpersonal skills training.

It is a common component of many management training programs.

It is applied social learning theory.

Five steps:

Modeling

Retention

Rehearsal

Feed back

Transfer of training.

Mind it:

This method involves closely observing and then copying another person's behaviour. 

The behaviour is imitated and the correct behaviour rewarded.

Role play method

 

Role-playing is a technique that requires participants to performs a task in a realistic situation simulating real work life.

This method absorbs the content and substances of new ideas.

Why?

To assume the role or tasks of a job by practicing.

Objective:

To learn, improve or develop upon the skills necessary for a specific position.A

To remember their personal feelings more intensely and for a longer period of time.

Business game method

 An interactive structured training activity.

Aim to reproduce those of a working situation.

Developing skills to improve individual and team performance in the workplace.

It is challenging and enjoyable.

Purpose and Use:

Used for teaching skills and concepts related to economics or the business world .

This method could include contents on human resources, negotiation or trading shares.

Case study method

 

It provides descriptive situations which stimulat trainees to make decisions.

To make trainees apply what they knew

To develope new ideas to manage situation

To solve a problem.

And...

Your participants write a different ending to the case study.

Ask questions

Create a visual representation of the case study

1.