Which tools for determing Training Effectiveness

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    Please help!
    I had collected a batch of quantitative data on :
    1)  Instructor,    2) Course objective,    3)  Interaction/discussion
    4) Topic cover,  5) group exercises      
    What or which tools should I use to determing the effectiveness of our training program?



    We’ve been training & running the training shop..but have just paused to check are we effective??
    Training & Trainer effectiveness – tools to measure, what trainee vintage to sample, and where to begin…
    Look forward to inputs from folks who have been there, done that!!



    We are currently using a couple of methods:
    1.  Pre-Post testing
    2.  Training Evaluation Forms
    3.  External training effectiveness is measured through the certificates.  If an individual moves from beginner, intermediate, to advanced.
    Hope this helps!



    Are you familiar with Kirkpatrick’s work around training evaluation? Basically 4 levels of evaluation – all with different measures of effectiveness:
    – Level 1 measures reaction to the class (end of class evaluation – usually a 5 point scale)
    – Level 2 measures learning (pre/post testing)
    – Level 3 measures changes in job performance (is this the “effectiveness” you’re looking for?). Depending on how job performance is measured, you can then use different statistical tests to determine if performance is significantly different before and after training.
    – Level 4 measures impact on the bottom line, i.e. how effective is the training in increasing profit? This is tougher to measure and as such has been controversial in the Training world – many companies have abandoned trying to get to this level.To get started, I recommend you check out “Evaluating Training Programs” by Donald Kirkpatrick. It has several case studies with examples of how the 4 levels of effectiveness are measured and can give you some good ideas.



    Yes. There’s a lot of info available on the web too. Just do a search for “Kirkpatrick’s Model”



    The effectiveness of the training provided is a comparitive measure of the individuals performances
    before and after the training.
    Measures thr’value additions,better outputs,improvementsin product qualities/performances,individuals developments,company’s developments,and overall business short these are tobe done based onthe type of training/need identified,above measures can beused.


    Terje Tonsberg

    I have seen lots of suggestions to refer to the Kirkpatrick model.  The Kirkpatrick model is inadequate if you really want to understand training evaluation because it ignores several very important issues.  This is what makes many attempts at level 4 evauations fail.  Some key points are:
    1. The most important stage of evalutation is the need analysis.  It is here that you have to identify the measurable objectives for all 4 levels that Kirkpatrick identified.  Without this you’ll make outcome evaluation practically impossible, and it will never be convincing.  It is like doing research without a hypothesis.  I.e. identifying correlations and then go back and claim that they are causal. It is offering yourself for slaughter.
    2.  Many make the mistake of trying to isolate the contribution of training to business results.  This is a silly waste of time destructive to cooperation an team work. It is really based on insecurity on the part of trainers and/or based on the view that evaluation is a judgement technique rather than a process to aid better decisions.  Training is only a support function, it exists to help others produce results.  Attempts to isolate the contribution of training will never be convincing to the audience unless they already believe that “training did it”.  As a metaphor: What is the ROI of the bun in a burger?
    3. Keeping in mind that evaluation is a decision tool one needs to realize that in order to evaluate level 4 there needs to be a benchmark to show monetary business results.  Thus if training is meant to maintain standards it is nonsensical to evaluate it beyond level 3.  Level 3 can be evaluated for cost effectiveness i.e. achieving more learning or job application for less money/time on training.
    So before you evaluate decide whether the training is a necessity to maintain standards (most training is) or something that is supposed to add measurable business results.  If it is in the latter category, analyse how training is planned to help what measure, then measure before and after training.  If it is in the first category, use logic to defend the training and evaluate cost effectiveness. (If logic does’t work, consider how to do a level 4 evaluation.) Once you grasp these above issues, training evaluation is not all that hard, even at level 4.


    giuseppe Maggioli

    Dear all,
    We have experienced since 2 years now a customized SS for educational organizations. Any of the Management and quality tools may be used. Attention to use the right tool fro the right purpoose (see also the Juran’s tools/purpose adequacy table). Still Juran’s tabble are excellent reference but should be updated with recent management tools and methods.



    Any tool from the MINITAB etc. that shall work for training effectiviness…?



    Just wanted to know if any of you guys can mail a generic evaluation sheet.
    while many models exist and there are lots of suggestions, i would like one that has been tried and tested in some organisations.
    please send me data in any form

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