2
Hi preeti,
For the evaluation of T& D , the widely used model is KIRKPATRICK"S MODEL.
It consists of four steps-
1. Reactions
2. Learning.
3. Behaviour
4. Results
[img][/img]
1. Reactions. "Reaction may best be defined as how well the trainees liked a particular training program." Reactions are typically measured at the end of training -- at Point 3 However, that is a summative or end-of-course assessment and reactions are also measured during the training, even if only informally in terms of the instructor's perceptions.
2 Learning. "What principles, facts, and techniques were understood and absorbed by the conferees?" What the trainees know or can do can be measured during and at the end of training but, in order to say that this knowledge or skill resulted from the training, the trainees' entering knowledge or skills levels must also be known or measured. Evaluating learning, then, requires measurements at Points 1, 2 and 3 -- before, during and after training
3. Behavior. Changes in on-the-job behavior. Clearly, any evaluation of changes in on-the-job behavior must occur in the workplace itself -- at Point 4 . It should be kept in mind, however, that behavior changes are acquired in training and they then transfer (or don't transfer) to the work place. It is deemed useful, therefore, to assess behavior changes at the end of training and in the workplace.
4. Results. "Reduction of costs; reduction of turnover and absenteeism; reduction of grievances; increase in quality and quantity or production; or improved morale which, it is hoped, will lead to some of the previously stated results." These factors are also measurable in the workplace -- at Point 4
Hope you got....
dips
From India, Delhi
For the evaluation of T& D , the widely used model is KIRKPATRICK"S MODEL.
It consists of four steps-
1. Reactions
2. Learning.
3. Behaviour
4. Results
[img][/img]
1. Reactions. "Reaction may best be defined as how well the trainees liked a particular training program." Reactions are typically measured at the end of training -- at Point 3 However, that is a summative or end-of-course assessment and reactions are also measured during the training, even if only informally in terms of the instructor's perceptions.
2 Learning. "What principles, facts, and techniques were understood and absorbed by the conferees?" What the trainees know or can do can be measured during and at the end of training but, in order to say that this knowledge or skill resulted from the training, the trainees' entering knowledge or skills levels must also be known or measured. Evaluating learning, then, requires measurements at Points 1, 2 and 3 -- before, during and after training
3. Behavior. Changes in on-the-job behavior. Clearly, any evaluation of changes in on-the-job behavior must occur in the workplace itself -- at Point 4 . It should be kept in mind, however, that behavior changes are acquired in training and they then transfer (or don't transfer) to the work place. It is deemed useful, therefore, to assess behavior changes at the end of training and in the workplace.
4. Results. "Reduction of costs; reduction of turnover and absenteeism; reduction of grievances; increase in quality and quantity or production; or improved morale which, it is hoped, will lead to some of the previously stated results." These factors are also measurable in the workplace -- at Point 4
Hope you got....
dips
From India, Delhi
Hi Preeti,
Just to add to what Deepali said, i would just like to add timelines as to when these evaluations are normally done.
The model that was discussed is also called a 4-level Training Evaluation.
Level 1 - Reactions - Normally done immediately at the end of the training thru evaluation forms (sometimes also during the training by an informal observation by the trainer)
Level 2 - Learning - this is to check how the learnings from the training are understood / implemented by the trainee. Typically this is done after 2/3 weeks of the training.
Level 3 - Behaviour - This is to check how the training has impacted the individual. Behaviour takes time to change - in order to maximise the effectiveness of this level evaluation, it is done anywhere between 3-6 months of training.
Level 4 - Results - This is where the confusion is. No fixed timeline. Typically this is done after 6 months of the training to measure the impact of training on the ultimate results by the trainee - could be value, behaviour or pure number crunching.
Hope this adds value to the topic.
Any comments Deepika?
Regards,
Manish Modani
Polaris Management Services Pvt. Ltd.
Hyderabad
Mob: 0-93475-14040
Just to add to what Deepali said, i would just like to add timelines as to when these evaluations are normally done.
The model that was discussed is also called a 4-level Training Evaluation.
Level 1 - Reactions - Normally done immediately at the end of the training thru evaluation forms (sometimes also during the training by an informal observation by the trainer)
Level 2 - Learning - this is to check how the learnings from the training are understood / implemented by the trainee. Typically this is done after 2/3 weeks of the training.
Level 3 - Behaviour - This is to check how the training has impacted the individual. Behaviour takes time to change - in order to maximise the effectiveness of this level evaluation, it is done anywhere between 3-6 months of training.
Level 4 - Results - This is where the confusion is. No fixed timeline. Typically this is done after 6 months of the training to measure the impact of training on the ultimate results by the trainee - could be value, behaviour or pure number crunching.
Hope this adds value to the topic.
Any comments Deepika?
Regards,
Manish Modani
Polaris Management Services Pvt. Ltd.
Hyderabad
Mob: 0-93475-14040
Let me add my own position in respect of the 4 levels:
I try to do this all the way through the training, so that I can respond immediately to the trainees' issues and reactions and so provide the best experience for them that I can at the time.
I do this all the way through the training so that if somebody isn't picking up a point, or if the whole class isn't, I can fix this problem immediately - I always consider that the client is paying a lot of money for the trainees to be trained, and the trainees are giving their energies and attention so I must do the best for them also. I build this in to the training from before day 1!
I do this regularly, with line managers too, during the first 3-6 WEEKS - 3 to 6 months is too late to try and put right any behaviours. It takes about 3 weeks of constant practice of the new behaviours before they become second nature, standard behaviours, and I want to help line managers to help their staff who have been on the training to get these behaviours right as soon as possible. This is something I agree IN ADVANCE with the line managers and trainees if possible.
[quote]Level 4 - Results - This is where the confusion is. No fixed timeline. Typically this is done after 6 months of the training to measure the impact of training on the ultimate results by the trainee - could be value, behaviour or pure number crunching.[/unquote]
Unusually I do this BEFORE the training and then follow up regularly afterwards, starting almost immediately after the training, out to 6 or often 12 months after. Why do I do this before hand - to help the client KNOW that doing this training is actually going to deliver the results they need. I have a process for doing this but it does require extra effort. However, given that it proves whether the training adds value or not more than pays for itself, because if the training will not be adding sufficient value (financial and non-financial) then the client can decide to cancel the training and so save the costs. It also means that as a trainer I am less likely to be associated with failed training!
Hope this adds value to the topic.
Can I also say how much I enjoyed visiting Hyderabad in late June this year - my first trip to India and I was in Mumbai as the monsoon broke, and 4 days later in Hyderabad when the rains came. I very much enjoyed the warmth and the hospitality of all the people I met - I look forward to coming back soon!
Best wishes,
Martin
From United Kingdom,
I try to do this all the way through the training, so that I can respond immediately to the trainees' issues and reactions and so provide the best experience for them that I can at the time.
I do this all the way through the training so that if somebody isn't picking up a point, or if the whole class isn't, I can fix this problem immediately - I always consider that the client is paying a lot of money for the trainees to be trained, and the trainees are giving their energies and attention so I must do the best for them also. I build this in to the training from before day 1!
I do this regularly, with line managers too, during the first 3-6 WEEKS - 3 to 6 months is too late to try and put right any behaviours. It takes about 3 weeks of constant practice of the new behaviours before they become second nature, standard behaviours, and I want to help line managers to help their staff who have been on the training to get these behaviours right as soon as possible. This is something I agree IN ADVANCE with the line managers and trainees if possible.
[quote]Level 4 - Results - This is where the confusion is. No fixed timeline. Typically this is done after 6 months of the training to measure the impact of training on the ultimate results by the trainee - could be value, behaviour or pure number crunching.[/unquote]
Unusually I do this BEFORE the training and then follow up regularly afterwards, starting almost immediately after the training, out to 6 or often 12 months after. Why do I do this before hand - to help the client KNOW that doing this training is actually going to deliver the results they need. I have a process for doing this but it does require extra effort. However, given that it proves whether the training adds value or not more than pays for itself, because if the training will not be adding sufficient value (financial and non-financial) then the client can decide to cancel the training and so save the costs. It also means that as a trainer I am less likely to be associated with failed training!
Hope this adds value to the topic.
Can I also say how much I enjoyed visiting Hyderabad in late June this year - my first trip to India and I was in Mumbai as the monsoon broke, and 4 days later in Hyderabad when the rains came. I very much enjoyed the warmth and the hospitality of all the people I met - I look forward to coming back soon!
Best wishes,
Martin
From United Kingdom,
Hi Martin,
Again a note of thanks for your valuable suggestions,
You add very good points to all that we know..
Well, let me know when u come to India , infact in Delhi....
Thanks once again,
and Manish, I am Deepali not Deepika, thans to u 2 for adding the points...
dips
From India, Delhi
Again a note of thanks for your valuable suggestions,
You add very good points to all that we know..
Well, let me know when u come to India , infact in Delhi....
Thanks once again,
and Manish, I am Deepali not Deepika, thans to u 2 for adding the points...
dips
From India, Delhi
Sorry Deepali... galti se mistake ho gaya....
and Thanks Martin, it sure was a value add to the 4 levels.
Still would like to clarify a few things from my end:
Its really nice that you are working with the trainees in your company over a regular basis. I'm sure the effectiveness of training would definitely be higher if the trainer is in-house.
Lets consider consultants like us, who deliver training across organisations. These timelines that i mentioned were more specific to us probably - atleast this is what we follow based on our experience.
I'm sure the client would be happy if we say, "we would like to come to your company every week to do an evaluation of a 2-day workshop that we did". The client will be more than happy, but my costs would go up for a toss.
I totally agree with you for the 1st level evaluation that you do continuously in the training workshop - thats something that i mentioned - the confusion was probably because i mentioned it in the ( brackets ) ;-)
Awaiting your comments on that...
Nice you know you liked Hyderabad. It indeed is a lovely place. did you see all the places here? the forts, monuments etc? wish i had registered with citehr before - would have been a nice opportunity to meet you and share thoughts. None the less, there is always a next time... what say?
Regards,
Manish Modani
Hyderabad
and Thanks Martin, it sure was a value add to the 4 levels.
Still would like to clarify a few things from my end:
Its really nice that you are working with the trainees in your company over a regular basis. I'm sure the effectiveness of training would definitely be higher if the trainer is in-house.
Lets consider consultants like us, who deliver training across organisations. These timelines that i mentioned were more specific to us probably - atleast this is what we follow based on our experience.
I'm sure the client would be happy if we say, "we would like to come to your company every week to do an evaluation of a 2-day workshop that we did". The client will be more than happy, but my costs would go up for a toss.
I totally agree with you for the 1st level evaluation that you do continuously in the training workshop - thats something that i mentioned - the confusion was probably because i mentioned it in the ( brackets ) ;-)
Awaiting your comments on that...
Nice you know you liked Hyderabad. It indeed is a lovely place. did you see all the places here? the forts, monuments etc? wish i had registered with citehr before - would have been a nice opportunity to meet you and share thoughts. None the less, there is always a next time... what say?
Regards,
Manish Modani
Hyderabad
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