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HRD: Training Evaluation (1) (Reasons to evaluate (Importance: (Developing…
HRD: Training Evaluation (1)
Reasons to evaluate
Checks the cost
Feedbacks to trainer/training
Ensures Accountability
Identify areas of improvement
Align training with business objectives
Demonstrate value that training is adding
Importance:
Developing inputs for new strategic planning
Urge for feedback, appraisal and reward
Development of the strategic management process
Judging the validity of strategic choice
Kirkpatrick Model of Evaluation
Level 2) Learning
Interview/ observation
Measurement and analysis for groups
Level 3) Behaviour
Subtle and ongoing assessments to check behaviour
360 feedback
Level 1) Reaction
Happy sheets
Feedback forms
Level 4) Results
Return On Investment
Values
Definition:
Assessment of training program's effectiveness
Satisfaction of the training deliverables from participants
Concepts learnt and application
Strategy evaluation process
Analysing varience
Taking Corrective Action
Measurement of Performance
Fixing Benchmark for performance
Qualitative criteria
Quantitative criteria
Kirkpatrick Foundational Principles
Business Partnership is necessary to produce ROE
Values must be created before its demonstrated
Return Of Expectations is the ultimate indicator of value
A compelling chain of evidence demonstrates your bottom line
The end is the beginning