Which process of collecting the outcomes needs to determine whether training is effective?

Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective. The company constantly evaluates the effectiveness of training programs to find if the money they have invested has been spending properly or not.

There are three types of criteria for evaluating training: internal, external, and participant’s reaction. Most experts argue that it is more effective to use multiple criteria to evaluate training. One view of a multiple-evaluation system was developed by Kirpatrick(1998).

Training programs can be evaluated by asking the following questions.

  1. Has change occurred after training?
  2. Is the change due to training?
  3. Is the change positive or negative?
  4. Will the change continue with every training program?

4 Steps of Evaluation Process of Training Program

These 4 questions give the 4 steps of evaluating training Program:-

  1. Reaction
  2. Learning
  3. Behavior
  4. Result

Which process of collecting the outcomes needs to determine whether training is effective?

1. Reaction

Reaction refers to the attitude of employees about the training, whether the employee considers training to be a positive or negative one. If the reaction is positive, then people have accepted the program, and changes will be possible.

2. Learning

Another method of judging effectiveness is to identify levels of learning, i.e., how much the people have learned during the training. This can be found out by trainers mark sheet, the report submitted by the employee, and actual performance.

3. Behavior

The HR department needs to understand the behavior of the employees, to understand the effectiveness of training. The behavioral change can be seen in how the person interacts with juniors, peer groups, and seniors. They mark the behavior change and inform the HR department of the success of the training program.

4. Result

Results provided by the employee in monetary terms also determine the effectiveness of the training program, i.e., employee success in handling the project, the group performance before and after training, etc.

Why should training programs be evaluated?

The main reason for evaluating the training program is determining whether they are accomplishing specific training objectives that correct performance deficiencies.

A second reason for evaluation is to ensure that any changes in trainees’ capabilities are due to the training program and not due to any other conditions.

Third reason: Training programs should be evaluated to determine their cost-effectiveness.

Evaluation is useful to explain program failure should occur. The credibility of training and development is greatly enhanced when it is proved that the organization has benefited tangibly from it. If specific performance factor can measure the trainees’ performance after the training can be compared with the objectives for the training program. If the training objectives have been met, then the training has been successful.

For example, a training objective could be to train ten people to type a minimum of fifty words per minute with less than a 1 percent error rate.

In this case, evaluating the training program’s success would involve testing the typing skills of all trainees both before and after the training. If the objective were found to have been met, the program would be evaluated as having been successful.

Which process of collecting the outcomes needs to determine whether training is effective?

Training evaluation refers to an attempt to obtain relevant information on the effects of a training program. It is considered an essential aspect of a training event to be able to reflect, analyze, and improve its effectiveness and efficiency.

The primary objective of evaluating any training program is to develop an understanding of whether it has achieved its stated objectives. There are several types of training evaluation methods and tools available that enterprises can use to evaluate and significantly improve the outcome of future training as well.

Also Read: 6 Best Remote Training Tools for Modern-Day Learners

Benefits of Evaluating Training and Development

Which process of collecting the outcomes needs to determine whether training is effective?

Evaluation acts as a definite checkpoint to ensure that the training delivered is able to fill the competency gaps within the organization in a cost-effective manner. Some of the noteworthy benefits of training evaluation are –

  • Accountability

Training evaluation brings in greater accountability by ensuring that training programs comply with all the competency gaps, and there is no compromise on deliverables.

  • Transparency in Feedback

Evaluation of training programs also acts as a proper feedback mechanism for the trainer and the overall training process. Since evaluation mostly assesses individuals at the level of their work, it makes it simpler to understand the loopholes of the training so that required changes in the methodology can be implemented.

  • Cost-Efficiency

Evaluation of training and development ensures that the training programs bring in cost-efficiency in the system by effectively improving the work quality and development of new employee skills within a certain budget.

Also Read: How Can Enterprises Implement Simulation Training for Employees

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Evaluating Corporate Training Effectiveness - Types of Training Evaluation Methods

There are several types of training evaluation methods to measure the effectiveness of enterprise training, such as surveys, post-training quizzes, participant case studies, and official certification exams.

Here we are discussing the top 5 proven methods that enterprises can use to measure training effectiveness.

Related Read: 5 Ways to Boost Training ROI with Evaluation Tools

1. The Kirkpatrick Taxonomy Model

Kirkpatrick Taxonomy is one of the most widely used methods for evaluating the effectiveness of corporate training programs.

Developed and designed by Don Kirkpatrick, the framework offers a comprehensive four-level strategy to evaluate the effectiveness of any training course or program.

The four levels used in this are –

Which process of collecting the outcomes needs to determine whether training is effective?

  • Level 1: Reaction

This is the level where you gauge how the participants responded to the training given to them. To be able to identify if the conditions for learning were present, you can ask the participants to complete a short survey or feedback forms and gauge their reactions to training.

  • Level 2: Learning 

In the second stage, the idea is to understand what the participants learned from the training. In most cases, practical tests or short quizzes before and after the training are used to assess this.

  • Level 3: Behavior 

This is the stage that takes place a while after the training. In this stage, you try to assess whether the participants actually put what they learned into practice in their job roles. This can be done either by asking participants to complete self-assessments or by asking their supervisor to formally assess them.

  • Level 4: Results

In the last stage, you need to evaluate whether the training met the stakeholders’ expectations by determining the return on the expectations, also known as ROE.

Also Read: How to Create Online Course Modules for Employee Training

2. The Phillips ROI Model

Very similar to the Kirkpatrick model in approach, the Phillips ROI model has an extra step, which is to evaluate the program’s return on investment (ROI) by measuring the difference between training cost and training results.

Here is the step by step procedure to calculate ROI as per this method –

  • Collect the pre-training data

The first step here is to collect pre-program data as a baseline measure that allows you to compare metrics before and after training.

  • Collect the post-training data

The next step is to collect post-training data through varied sources such as participants, organizational performance records, team/peer group, participants’ supervisors, and other internal/external groups.

  • Isolate the effects of a training program

At this stage, determine whether results discovered are actually due to the training program. Identify all the key factors that might have contributed to the performance improvement

  • Convert the data to monetary gains

Once you’ve isolated the effect of the program, you need to convert the data to monetary values and compare it to the overall program costs

  • Calculate the Return on Investment

Use the formula below to calculate the return.

Which process of collecting the outcomes needs to determine whether training is effective?

In case the training results exceed the cost, it is an indication of a positive training ROI. Whereas if the cost of training is more than the results, enterprises need to change their approach.

3. Summative and Formative Evaluation

A thorough evaluation can give you the best insight into the drawbacks of your training. So, it is also important to know how to assess a training program both while it’s being developed (formative evaluation), and after it has been delivered. (summative evaluation)

How to Conduct a Formative Evaluation?

The steps to conduct a formative evaluation are –

  • Reviewing the training materials with one or a group of trainees
  • Using the material in a situation similar to that of an actual training program to see the impact of the material
  • Holding group discussions with the trainees to gain feedback
  • Assessing the material with managers and supervisors who oversee trainees

How to Conduct a Summative Evaluation?

Some of the steps to conduct a summative evaluation are –

  • Testing trainees on how well they grasped the information provided
  • Asking trainees for their opinion about the training program after it has been delivered
  • Measuring changes in production and quality of work that has been accomplished post-training
  • Conducting surveys or interviews with each trainer to gain a better understanding of what they learned

Also Read: eLearning Localization – The Next Big Trend in Employee Training 

4. Kaufman's Five Levels of Evaluation

Which process of collecting the outcomes needs to determine whether training is effective?

Kaufman’s Levels of Learning Evaluation is one of the other popular types of training evaluation methods that build on or reacts to Kirkpatrick’s model. The levels and considerations of this method are as below –

  • Input – Kind of resources and learning materials that training teams have at their disposal that they can use to support the learning experience.
  • Process– Focuses on the delivery of the learning experience in terms of its acceptance and how people are responding to it.
  • Micro-level results– Takes into account if the learner or the learning group acquired the knowledge and applied it to their respective jobs.
  • Macro-level results– Takes into account if the performance improvements due to the learning and application of new skills in the workplace and what kind of benefits participants get from the learning on an organizational level.
  • Mega level impact– Considers the kind of impact that the learning has on society or larger external stakeholder groups.

Also Read: 8 Best Employee Engagement Strategies

5. Anderson's Model of Learning Evaluation

Yet another favorite type of training evaluation method, the Anderson model, helps businesses to keep their business strategy a priority. There are three stages to the Anderson Model –

  • Stage 1: Evaluating your current training programs against the business’ strategic priorities.
  • Stage 2: The stage of measuring the contribution of training to strategic business results.
  • Stage 3: At this stage, you find the most relevant approaches for your company and decide whether the ROI is worthwhile.

If you’re not satisfied with the results of ROI measurement in stage 3, it’s time to make improvements to your training programs.

To Conclude

Training evaluation basically helps organizations with the discovery of training gaps and opportunities in training their employees. The process of training evaluation boosts employee morale, helps improve overall work quality, and is essential to overall training effectiveness.

Each of the types of training evaluation methods discussed above has its own unique advantages and disadvantages. Finding the right one for your organization primarily depends on factors such as budget, time, and the availability of the resources.

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Which process of collecting the outcomes needs to determine whether training is effective?

Which process of collecting the outcomes needs to determine whether training is effective?

Snehnath Neendoor

Snehnath is the Senior Vice President, Business Development at Hurix Systems. He has rich and diverse experience in training and learning solutions for the enterprise segment.

Which process of collecting the outcomes needs to determine whether training is effective?

Which process of collecting the outcomes needs to determine whether training is effective?

Which is the best training outcome measure?

A pencil-and-paper test is the best means for measuring skill-based outcomes.

Which of the following is an approach that can be used to evaluate the effectiveness of a training program?

One of the most widely used ways to evaluate training is the Kirkpatrick Model. This approach, developed by Don Kirkpatrick in the 1950s, offers a four-level approach to evaluating any course or training programs.

What are used to assess cognitive outcomes?

Conventional approaches to evaluating cognitive outcomes of training typically use paper-and-pencil tests that emphasize gains or differences in declarative knowledge. Yet a key factor in differentiating expert and novice performance is the way individuals organize their knowledge.

Which of the following types of learning outcome is reflected through the ability to design and code a computer program that meets customer requirements?

Which of the following types of learning outcome is reflected through the ability to design and code a computer program that meets customer requirements? Intellectual skill as a learning outcome primarily includes the capability to: apply generalizable concepts and rules to solve complex problems.