Training Evaluation and How to Get It Right

25th September 2020

Training evaluation is one of the most important aspects of training. The entire effort invested behind designing, developing, and delivering a training session will be nullified if the effectivity of the training sessions is not assessed and evaluated. The evaluation of the training process will permit the firm to comprehend the extent to which the program has equipped the employees with the skills and knowledge required to boost their performance and satisfy the organisational objectives. The training evaluation process commences from the very point when the content of the program is being determined, until the training has been delivered and learning transfer takes place. There is online trainer training diploma course for professionals that explores the depths of training evaluation and how to do it efficaciously. It hence makes sense for training professionals and managers to participate in these online trainer training diploma courses for professionals in order to strengthen their training abilities. Training evaluation is typically performed by the human resources team of an organisation to locate training gaps and opportunities for training the employees further. Consequently, the quality of the training programs can be magnified and positive returns on investment can be generated in the long run.

Models for Training Evaluation

Training evaluation tends to be a holistic process, and can be quite lengthy and time consuming. Nevertheless, the outcomes procured from a thoroughly performed training evaluation process will make it worth the time and effort. Companies can deploy a set of models that have been devised to perform training evaluation. The multiple online trainer training diploma courses for professionals usually cover a variety of training evaluation models, and also lend a practical insight into how they can actually be implemented in different contexts. Each model has its own sets of benefits and drawbacks, and firms can either only resort to one model, or apply each model to a certain extent. Some of the training evaluation models are as follows:

  • The CIRO Model: This model considers four essential stages that the evaluation process must undergo in order to rigorously assess the effectiveness and implications of the training program performed. The four stages are:

    1. Context: During this stage, the organisation’s context or current situation is studied in order to spot performance gaps and training needs that require attention. Notably, training needs analysis (TNA) is practiced during this stage to identify the areas in the organisation that are lacking adequate skills, knowledge, and focus. Once the current status of the company has been investigated, a relevant training program can be designed.

    2. Input: Following a close analysis of the context, trainers and HR professionals require input from the employees, the company records, performance reports, and other documents that will have to be melded with the situational analysis to obtain a fuller picture of areas that lack expertise, knowledge that needs to be transmitted, and abilities that need to be instilled to secure organisational success.

    3. Reaction: As the name suggests, this phase is when feedback from the training participants are obtained. Their feedback can include their perceptions regarding how relevant the program content was, the clarity with which the topics were taught, and other important criteria that is specific to the company and its goals. Such feedback can be acquired by handing out survey questionnaires, interviews, or other group interactions. If the feedback turns out to be negative, then the firm can accordingly condition the training programs in order to improve them.

    4. Outcome: As the name suggests, this is when the tangible outcomes of the training program are observed. In order to measure the outcome, the evaluation can be done on the learner level, team or department level, workplace level, and business level. The methods and criteria for measure the outcomes in each team and for each worker will differ.

  • Phillips ROI Model: This model primarily measures the training program’s return on investment by comparing the organisational results spurred by a change in employee performance, and the money and resources invested in creating and implementing the training program. This model is composed of five main levels:

    1. Reaction: This level refers to the employees’ immediate feedback and reaction to the quality and relevance of the training program. It is essential to ensure feedback transparency because if the employees do not provide authentic insights, then the program cannot be improved in an appropriate manner.

    2. Learning: This stage studies the knowledge and skills acquired by the employees, and can be assessed through formative and summative assessments.

    3. Application and Implementation: This stage involves the evaluation of whether, and to what extent the employees are applying their newly acquired skills and knowledge in their respective job roles. Through this stage, the evaluators can notice if any issues reside with the application of the knowledge imparted in the training sessions, and then mend them accordingly.

    4. Impact: This phase treads upon assessing the training program’s impacts on the entire business and operations as a whole in terms of enhancing efficiency and effectivity, formulating a learning culture, and other changes that conform to the firm’s objectives.

    5. Return on investment: Finally, this stage includes a numeric calculation of the returns secured from the training program. This can be done by numerically computing a growth in revenues or fall in costs induced by the training program, and comparing it against the financial expenditures associated with performing the training session. The numeric figure can display a training session’s effectivity, but it must be performed carefully as the returns from a training program may not always be apparent enough to be quantified into a numeric figure.

These are two of the main models, alongside the commonly used Kirkpatrick model which is widely followed by various companies. Online trainer training diploma courses for professionals explore these evaluation models, and also emphasise that while one model or stage may work for one company, it may not be applicable for all.

In addition, the online trainer training diploma courses for professionals and other trainer training programs suggest that training evaluation can be employed by asking the right set of questions. Some of these can be:

  • Has the training program stimulated any prominent changes?
  • Has the change occurred because of the training program?
  • Is the change positive or negative?
  • Will the change continue with every training program?
  • How much did we invest to perform the training program?

To sum it up, training evaluation is extremely vital, and also fairly tricky. Therefore, a lot of training and knowledge is required to effectively perform training evaluation. Online trainer training diploma courses for professionals can be one of the solutions to mastering training evaluation. Likewise, taking an approach that is relevant to your company is of equal importance.

Written By : Shivangi Chakraborty


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