Evaluating training is the only means to validate the existence of a training program. Without evaluation, the training team, the organization being trained, and the corporation are all being cheated. Evaluation is the lifeblood of training, measuring the effectiveness of training, the application of new skills, the improvement in performance, and then using those measurements to further improve training programs!
There are several evaluation criteria domains, made popular by Kirkpatrick with his four levels. The first is Reaction, the second is Learning, the third is Job Behavior, and finally the fourth is Organizational Results. A quick online search will yield hundreds of results about training evaluation and the various levels … some will even list Kirkpatrick’s four levels differently. Suffice it to say, a training team MUST evaluate as many categories as possible. O’Conner and Bronner, authors of “Training for Organizations, 2nd ed.” also propose a fifth category, that of the training process.
We evaluate training in those categories by proctoring end-of-class surveys (Smile Sheets) and exams, conducting interviews and surveying management, and by reviewing organizational results like sales reports (handy when training salespeople…)
It can be said that NOT evaluating training might be costing the corporation more than it costs to take the necessary time to properly evaluate.
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2. November 2007 at 22:59
<p>The point kevinmhuff makes about quality instruction being used at the right time and order is a good one, in many cases all the instruction is given at the beginning, or at one point, spreading it out over the course of the program is a good idea, and much more useful.</p>
11. November 2007 at 05:18
If more organizations would follow the classic domains of evaluation, training classes wouldn’t be seen as boring and time consumming. I see now why evaluation is so important. There are many logical ways of improving and getting better results from the time and money invested in the training sessions. You really do need to follow through full circle with evaluations or a companies money is truely wasted.
11. November 2007 at 17:13
I agree with the last response to this podcast. Organizations do not realize a lot of the time that the training classes that they put employees through can be repitious and boring. If these organizations did more evaluating to see exactly what type of training is needed and follow more of the domains talked about in chapter 3, it could help them develop better training classes which could increase the outcome of the trainings.
10. December 2007 at 02:47
This was a great review of the types of evaluations. I liked the story for the fortune 100 company. I have had experiences like this and I wish it was easier to pin down what it was that really helped or if the numerous factors all contributed. I also agree that distributing the information is important. I give reports on a weekly basis.
13. December 2007 at 05:59
This podcast was a good way for me to learn how to evaluate differently. I agree, tests are the most popular way to assess the training. Surveys are historically used for popular voting issues instead of training results. This makes sense to me.
24. January 2008 at 19:06
Just listening to the podcast on evaluation touched upon something that I had never heard of and that was “the cost of not evaluating”. I never once taught to associate the cost of evaluating against the cost of not evaluating. Evaluation is essential to the growth of any company who wishes to maintain their employees and assist employees with achieving their goals, while maintaining a watchful eye on the organizational goals. It is nice to know that there are numerous ways to conduct an evaluation.
26. January 2008 at 09:18
Without evaluation, training is kind of pointless. How are you going to know whether or not your training is working if you don’t evaluate it? I personally hate a paper test at the end of a training. I learn much better with hands on training. So, things like role playing and actual mock training modules work better for me.
26. January 2008 at 15:42
I found this chapter interesting. I used to think completing one of those surveys at the end of the training class was such a waste of time. Now I totally understand why that’s done. It is more of a waste of time not to evaluate your training. How else would the training department know if the class was beneficial??? Hopefully, the trainer in my class was able to use the compiled data to benefit the future of the training program.
29. January 2008 at 18:56
Evaluating training is very necessary. The trainers the I had for a computer company gave end of the training test to everyone before we could start the job. Out of at least 30 people 4 passed. The trainers were very disappointed and upset because they explained how much money was put into this new way of learning. I myself noticed that we did so well with the end of lecture evaluations by being ask 10 questions and passing them. The final test was nothing of what we had learned about the job. I thought was this the new way of learning? Training employees on information that they would not need then test them for chances of employment with a test that they did not recognize? This evaluation led them to use less trainers in the room per class and a different strategy.
21. February 2008 at 22:48
The cost of not evaluating makes so much sense. It is like determining what investments to make. You would not invest your money in a -3.9 APR annuity would you?
Then why would you invest your money in a training program that has the same effect?
Nate
5. March 2008 at 12:31
Evaluations are so important at the end of a training session, and they need to be ongoing. After training takes place, some sort of test should be used for understanding. Then after the learner has been on the job for a little while, another evaluation should take place to see if what they learned is actually being used on the job. Without these evaluations, trainers would never know if the training actually did what it was supposed to do. I found the different types of evaluations informative. I always find myself taking one of these things, and never really knew why. Now I understand that its to check and see if what I learned is really what I am applying on the job.
19. March 2008 at 15:25
Evaluations are really vital in determining any changes or things they can better themselves on. I like the ones that involve the trainer itself. Those are actually really neat.
19. March 2008 at 18:38
Evaluations should be ongoing, as change is always happening.
I do truly believe that the evaluations should be considerate to the employees job. There could be circumstances at times where one’s productivity could be out of their control.
I believe evaluations should keep that in mind.
24. March 2008 at 11:37
I somewhat agree with syninthecity, but at the same time my view is that it is good to lay everything out in the beginning in a organized manner. Giving a Template of some kind to get a grasp of what you are covering and then spreading it out amongst the course to refresh is a great method.
HtherMcCu
24. March 2008 at 11:38
Alan you are completely right that evaluators should keep an open mind when the evaluation process is going on. Some determinants of the persons out come may not be in their control at all. Great Point
HtherMcCu