Step 5: Evaluation

It is important to know to what extent the learning program has been successful. Ideally, elements of evaluation are built into each stage of the training process with the basic questions to consider being:

"What do we want to find out?" and, "How feasible is it to find out?"

Evaluation should be properly planned during the Preparation Stage, and steps may include:

  • Pre-tests / evaluations and post-tests / evaluations
  • Performance observations
  • Training evaluation forms
  • Supervision sessions
  • Performance appraisals
  • Stakeholder surveys
  • Output / quality measurements
  • Focus groups
  • 1-2-1 coaching sessions

Evaluation measurements need to consider both Hard Data and Soft Data.

Hard data consists of easily quantifiable units, such as work items produced or delivered, time taken to complete tasks etc. Measurements of hard data are evidence-based and objective.

Soft data is concerned with aspects such as attitudes, soft-skills, motivation and satisfaction levels. Measurements of soft data rely mostly on people's perceptions and are subjective.

The Kirkpatrick model of evaluation considers four levels of evaluation:

  1. How did the delegates react to the training?
  2. What did the delegates learn from the training?
  3. How has this impacted upon observable behaviour; how are they performing their role differently?
  4. How has the organisation benefited from the training? What is the impact on the organisation and its clients / customers?

Evaluation procedures must obtain valuable information, whilst being as unobtrusive to the flow of business as possible.

Next Step: Training Needs >>

All this in a document?

Here you go:

NA1-T7-training-guidelines-requesting.docx

 

 

 

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