Training Evaluation (Kirkpatrick Evaluation Framework (Level 1: Reaction
Requires the collection of data to provide decision makers with facts and judgements upon which they can base their decisions
Types of collection method:
- Interview: Conversation with one or more individuals to assess their opinions, observations and beliefs
- Questionnaire: A standardised set of questions intended to assess pinions, observations, and beliefs
- Direct Observation: Observing a task or a set of tasks as they are performed and recording what is seen
- Tests and Simulations: Structured situations to assess an individual’s knowledge or proficiency to perform some task or behaviour
- Archival Performance Data: Use of existing information, such as files or reports
Select data collection method:
- Reliability: consistency of results and the freedom from error and bias
- Validity: whether it measures what we want it to measure
- Practicality: how much time, money and resources are available
Types of data to evaluate HRD effectiveness:
- Individual performance data: individual trainee's knowledge and behaviours (Kirkpatrick Level 2 & 3)
- System-wide performance: team, division or business unit include data concerning an entire organisation
- Economic: reports the financial and economic performance of an organisation or unit
- Self-Report: data provided directly by individuals involved in the training program. It can offer personality data, attitudes, and perceptions and can provide information to measure the effectiveness of HRD or other programs.
- Evaluation ensures accountability: comply with the competency gaps and that the deliverables are not compromised.
- Cost: ensures that the training programs are effective in improving the work quality, employee behaviour, attitude and development of new skills .
- Feedback to the Trainer / Training: understand the loopholes of the training and the changes required in the training methodology.
- Determine whether objectives are accomplished
- Identify the strengths and weaknesses of HRD programs
- Decide who should participate in future HRD programs
- Identify which participants benefited the most or least from the program
- Gather data to assist in future programs
- Establish a database to assist management in making decisions
- Systematic collection of descriptive and judgemental information
- To make effective training decisions related to the selection, adoption, value, and modification of various instructional activities