Evaluation

Evaluate training

Training involves an investment of time and money.   Therefore it is important to find out:

• How effective the training was
• How effective they have become as a result of training
• What improvements can be made for the future.

 

Evaluation – What does it mean?

Any time you deliver training you need to know how effective it’s been.  Are your trainees putting their learning into practice?

Evaluation is about placing a value on the course or learning event you offer. Aspects of training the trainer may want to find out about include:

• To what extent were the learning outcomes met?
• To what extent were the delivery and style suitable?
• To what extent were the assessment methods appropriate?
• Venue?
• Equipment and materials?
• Cost – value for money?

 

How Can You Evaluate?

The simplest and most direct method of evaluation is to ask your trainees questions.  These can be in the form of:

• Verbal questions – consider which aspects of your training you want to evaluate.
• Questionnaires – can be answered anonymously if you or trainees wish. Evaluation questionnaires are usually issued to learners for completion immediately after the training event.

 

For example, the evaluation form covers at least three parts:

1. Course content
   • Were course objectives met?
   • Was the material and content pitched at the right level and pace?
   • Were the training methods relevant to your needs?
   • Was the course content too much, too little or about right for the available time?
   • Did the course meet expectations?
2. Trainer(s)
   • knowledge/experience of the trainer?
   • Training/learning methods, i.e. mix of training activities?
   • Enthusiasm of trainer and willingness to help?
3. Facilities
   • The physical environment?
   • Catering/refreshments?
   • Childcare support available?
   • Other learning facilities, e.g. information technology?
   • Car parking, toilets, etc.?
   • Kirkpatrick’s Evaluation Model

Donald Kirkpatrick defines the four levels of training evaluation measure:

• Reaction of student – what they thought and felt about the training
• Learning – the resulting increase in knowledge or capability
• Behaviour – extent of behaviour and capability improvement and implementation/application
• Results – the effects on the business or environment resulting from the trainee’s performance

 

Four Levels of Training Evaluation

LEVEL	MEASURE	KEY QUESTION	EXAMPLES OF EVALUATION TOOLS
Reaction	Satisfaction	What was the participants’ reaction to the training?	§  Happy sheets §  Feedback forms §  Verbal reaction §  Post-training questionnaires
Learning	Knowledge	What did the participants learn?	§  Tests before and after training §  Interview §  Observation
Behaviour	Transfer of learning & achievement	Did the participants’ learning affect their behaviour?	§  Observation and interview over time required to assess change
Results	Transfer or impact on society	Did participants’ behaviour changes affect the organisation or business?	§  Management systems & reporting