How is training programme evaluated?

[care]

What are the techniques used to evaluate the effectiveness of training programme?

[nbm]

Evaluation is an essential feature of all programmes for the training of employees. The concept of evaluation is most commonly interpreted in determining the effectiveness of a programme in relation to its objectives. Management invests in training programmes of employees only with the expectation to see some tangible benefits derived therefrom. Evaluation can be done for various purposes. The evaluator should be clear about why he has been asked to evaluate training. Evaluation of training programme may be done:

(1) To increase effectiveness of the training programmes while it is going on.

(2) To increase the effectiveness of the programmes to be held next time

(3) To help participants to get feedback, for their improvement and efficiency

(4) To find out to what extent the training objectives are achieved.

The evaluation of training programmes presents numerous difficulties. There are many tangible benefits which may not easily be appraised. These may be matters of attitude, opinion and feeling. The process of checking up on training programmes is further complicated by the fact that formal and informal programmes overlap and may conflict. Various author and researchers have tried to find out the ways for evaluating training programmes. The effectiveness of training is visualised in the context of the changed behaviour of participants after training. Training officers may use a number of techniques to evaluate the effectiveness of training programme. They are as follows-

(a) Reaction Analysis

(b) Outcome or Results Analysis.



(a) Reaction Analysis

(1) Questionnaires-Generally a questionnaire is given to the participant at the end of the programme which asks him to rate in terms of his personal perceptions what he liked best, what he liked least and any other comments he might have about the programme.

(2) Scalar ratings—Sometimes scalar ratings are also given against every question and trainee is required to check off the degree of satisfaction. Participants are required to give daily ratings for each segment of the programme.

(3) Interviews—There may be a formal or informal interview to know trainee's reaction about the success of the training. A management representative may drop around during a coffee break and by putting questions to one or two participants—informally collect information.

(4) Tests-Pre and post tests are administered to the training groups. Prior to the training a test related to the training material is applied and the results of this pre-test are compared with results on the same or similar test administered after the programme has been completed.

(b) Outcome or Results Analysis

Outcome evaluation may be done at three levels: immediate, intermediate and ultimate. Outcome analysis measures analyses and interprets change in the knowledge skills and attitudes during and at the conclusion of the training.

(1) Experimental and control groups—Each group is randomly selected, one to receive training (experimental) and the other not to receive training (control). The random selection helps to assure the formation of groups quite similar to each other. Measures are taken of relevant indicators of success, e.g., words typed per minutes, units of, work produced per hour reduction in wastage and turnover etc. before training and after training for both groups. If the results shown by the experimental group are significantly greater than those of the control group. The training can be considered as a successful.

(2) Longitudinal or time series analysis—A series of measurementing programme begins and continues during and after the programme is completed. The results are plotted on a graph to determine whether changes have occurred and remain as a result of the training officer.

In evaluating the effectiveness of any training programme whatever may be the method used, the following criteria should always be kept in mind :

Objectives

(ii) Cost - benefit analysis

(iii) Flexibility.

(iv) Results obtained

(v) Staff Required

(vi) Improvement possible.