Comprehensive guide about the purpose of training evaluation, the different training evaluation models, benefits of training evaluation, how to evaluate training programs in 4 easy steps, when was the best time to evaluate training, and effective training evaluation tools
Training evaluation is the systematic process of analyzing training programs to ensure that it is delivered effectively and efficiently. Training evaluation identifies training gaps and even discovers opportunities for improving training programs.
By collecting feedback, trainers and human resource professionals are able to assess whether training programs are able to achieve its intended outcome, and if the training materials and resources used are aligned with or meet company and industry standards.
Training evaluation usually covers examining questions like “Was the topic discussed at the right level of complexity for your background?” and “Did the facilitator demonstrate a good understanding of and effectively delivered the program material?”, among others. This allows trainers to gain insight on what’s working and what’s not. Helping them to make better decisions on future training.
Training Evaluation | SafetyCulture
Evaluation of training gives comprehensive feedback on the value of the training programs and their effectiveness in achieving business goals. It helps the management to better understand and identify skill gaps to analyze the desired outcomes of training programs. It also helps the organization to:
Training evaluation is an important process in determining training effectiveness and in checking if training programs are indeed helping employees become good at what they do. Training evaluation can also be integrated as a feature of your learning management system.
Through strategic evaluation, businesses can find ways to improve the quality of training and achieve the learning goals set for employee success. To help you get started, we have listed down the training evaluation process in 4 steps:
There are various types of training evaluation models available and each targets different areas. So the first step to getting started in evaluating training programs is by choosing the best model that will fit the needs of your evaluation.
Below are 3 of the commonly used training evaluation model:
This training evaluation process is used globally by businesses that aim to get a return on investment (ROI) through cost-effective and time-efficient training sessions. This model breaks down the evaluation process into 4 levels:
The CIRO (context, input, reaction, and output) model evaluates the effectiveness of management training courses. It focuses on measurements taken before and after carrying out the training program. Similar to the other models, the training evaluation process is also broken down to 4 stages:
The Phillips ROI model evaluates the training program’s return on investment (ROI). This model basically emulates the scope and sequence of the Kirkpatrick’s Model, but with an additional step. The five levels of the model are as follows:
To effectively evaluate training programs, practitioners of the training program must first define the indicators of “effectiveness.” As a guide, practitioners or organizations should answer this guiding question: “In what sense will the training program be considered successful?”
Below are some examples of factors or indicators that can help in measuring training effectiveness:
Training evaluation methods refer to approaches in collecting the data. Once the training evaluation’s purpose, technique, and measurements for training effectiveness are identified, the next step is to choose the right method or tools for collecting the needed information in regards to the training program.
Below are some of the common training evaluation methods practitioners can use:
Once a method has been selected, practitioners can proceed with collecting the data.
The final step is to analyze the data collected and to document the findings of the performed training evaluation. The record of the training evaluation will be a critical component for future improvements in the organization’s approach to training programs.
Training evaluation should be tied to the purpose of assessment. It is measured against a range of expectations on when to notice the effectiveness of training for employees and the business. Consider time periods such as appraisal, adaptation, application, and achievement to map a process of what outcomes are to be expected at those levels.
Evaluation of training can be performed early, mid, or end of the year depending on the purpose of evaluation. Usually, early and mid-year evaluations are performed to shape the training program and the teaching approach. It helps address any issues and make improvements within the current program. While the annual evaluations measure the success of the training programs and the performance of the instructor. It is usually used for annual reviews, hiring, or promotion.
Eliminate manual tasks and streamline your operations.
Apart from having clear and comprehensive in place, it’s vital that they’re effectively communicated to your workers. This is where the need for training comes in.
With good training, you can reinforce the best practices outlined in your manuals and Standard Operating Procedures (SOPs) on how to effectively evaluate training programs for employees. On top of higher quality work and better productivity, it can also help your workers become more aware of job expectations, Key Performance Indicators (KPIs), and training goals.
Also, a digital training evaluation form can help trainers determine if the training programs are adequate to facilitate learning. With the help of SafetyCulture (formerly iAuditor), a cloud-based software with a Training feature, organizations can:
