{"id":142,"date":"2021-11-26T20:22:12","date_gmt":"2021-11-27T01:22:12","guid":{"rendered":"https:\/\/openstudio.pub\/peopletraining\/chapter\/section-9-6-process-of-training-program-evaluation\/"},"modified":"2023-07-04T20:01:42","modified_gmt":"2023-07-05T00:01:42","slug":"section-9-6-process-of-training-program-evaluation","status":"publish","type":"chapter","link":"https:\/\/openstudio.pub\/peopletraining\/chapter\/section-9-6-process-of-training-program-evaluation\/","title":{"raw":"Section 9.6: The Process of Training Program Evaluation","rendered":"Section 9.6: The Process of Training Program Evaluation"},"content":{"raw":"The process of training program evaluation involves:\n
    \n \t
  1. Identifying the Purpose of the Training<\/li>\n \t
  2. Selecting an Evaluation Method<\/li>\n \t
  3. Designing Evaluation Tools<\/li>\n \t
  4. Collecting Data<\/li>\n \t
  5. Analyze and Report Results (The Peak Performance Center, n.d.)<\/li>\n<\/ol>\nIdentifying the Purposes of the Training<\/strong>\n\nWhy do we want to evaluate the training program? Possible answers could be to evaluate:\n
      \n \t
    • If the learning outcomes have been met<\/li>\n \t
    • If a business issue has been resolved<\/li>\n \t
    • If the trainees benefited from the program<\/li>\n \t
    • If the KSAs acquired in training were transferred to the role<\/li>\n \t
    • The effect of the training program throughout the business<\/li>\n \t
    • The advantages and disadvantages of the training program<\/li>\n \t
    • Whether the training program was valued in terms of the resources and time put into it<\/li>\n \t
    • Trainees for future training programs<\/li>\n \t
    • Methods to use improve forthcoming training programs (The Peak Performance Center, n.d.).<\/li>\n<\/ul>\nSelecting an Evaluation Method<\/strong>\n\nUse the Kirkpatrick Model<\/strong> (reaction, learning, behaviour, results and evaluation) for the training program evaluation.\n\nMethods for evaluating the training program evaluation can involve:\n\nQuestionnaires<\/em><\/strong>\n\nTrainees answer questions based on key learnings from the training program.\n\nInterviews<\/em><\/strong>\n\nTrainees are be interviewed by the trainer regarding the effectiveness of the training program.\n\nFocus Groups<\/em><\/strong>\n\nThe trainer and the trainees would be engaged in discussions regarding researched-based questions on the topic of training program evaluation (The Peak Performance Centre, n.d.).\n\nObservations<\/em><\/strong>\n\nThe trainer observes the trainee throughout the training program to see if the trainee has applied the knowledge, skills, and abilities to the role.\n\nDesigning Evaluation Tools<\/strong>\n\nIn designing evaluation tools, the trainer needs to consider the time, questions, and learning goals\u00a0 when evaluating training programs (The Peak Performance Center, n.d.).\n\nCollecting Data<\/strong>\n\nThe HR professional along with the trainer will collect and organize the data regarding the effectiveness of the training program. The data will be collected from the trainees participating in the training program. The data will come from primary research and the methods listed above including questionnaires, interviews, focus groups, and observations.\n\nAnalyzing and Reporting Results<\/strong>\n\nAs the HR professional, it is important to analyze and report the results of the training program evaluation. This can help business leaders understand whether or not the training program is effective, should be reconsidered, or should be replaced. Therefore, with the help of the trainee and the data collected using specific methods, including the Kirkpatrick Model, leaders can successfully analyze results. Moreover, an evaluation report can be developed for future reference.\n\nThe evaluation report will consist of:\n
        \n \t
      • Executive Summary<\/li>\n \t
      • Introduction<\/li>\n \t
      • Evaluation Method<\/li>\n \t
      • Results\/Findings<\/li>\n \t
      • Discussion<\/li>\n \t
      • Conclusions and Recommendations<\/li>\n \t
      • Appendices (The Peak Performance Center, n.d.).<\/li>\n<\/ul>","rendered":"

        The process of training program evaluation involves:<\/p>\n

          \n
        1. Identifying the Purpose of the Training<\/li>\n
        2. Selecting an Evaluation Method<\/li>\n
        3. Designing Evaluation Tools<\/li>\n
        4. Collecting Data<\/li>\n
        5. Analyze and Report Results (The Peak Performance Center, n.d.)<\/li>\n<\/ol>\n

          Identifying the Purposes of the Training<\/strong><\/p>\n

          Why do we want to evaluate the training program? Possible answers could be to evaluate:<\/p>\n

            \n
          • If the learning outcomes have been met<\/li>\n
          • If a business issue has been resolved<\/li>\n
          • If the trainees benefited from the program<\/li>\n
          • If the KSAs acquired in training were transferred to the role<\/li>\n
          • The effect of the training program throughout the business<\/li>\n
          • The advantages and disadvantages of the training program<\/li>\n
          • Whether the training program was valued in terms of the resources and time put into it<\/li>\n
          • Trainees for future training programs<\/li>\n
          • Methods to use improve forthcoming training programs (The Peak Performance Center, n.d.).<\/li>\n<\/ul>\n

            Selecting an Evaluation Method<\/strong><\/p>\n

            Use the Kirkpatrick Model<\/strong> (reaction, learning, behaviour, results and evaluation) for the training program evaluation.<\/p>\n

            Methods for evaluating the training program evaluation can involve:<\/p>\n

            Questionnaires<\/em><\/strong><\/p>\n

            Trainees answer questions based on key learnings from the training program.<\/p>\n

            Interviews<\/em><\/strong><\/p>\n

            Trainees are be interviewed by the trainer regarding the effectiveness of the training program.<\/p>\n

            Focus Groups<\/em><\/strong><\/p>\n

            The trainer and the trainees would be engaged in discussions regarding researched-based questions on the topic of training program evaluation (The Peak Performance Centre, n.d.).<\/p>\n

            Observations<\/em><\/strong><\/p>\n

            The trainer observes the trainee throughout the training program to see if the trainee has applied the knowledge, skills, and abilities to the role.<\/p>\n

            Designing Evaluation Tools<\/strong><\/p>\n

            In designing evaluation tools, the trainer needs to consider the time, questions, and learning goals\u00a0 when evaluating training programs (The Peak Performance Center, n.d.).<\/p>\n

            Collecting Data<\/strong><\/p>\n

            The HR professional along with the trainer will collect and organize the data regarding the effectiveness of the training program. The data will be collected from the trainees participating in the training program. The data will come from primary research and the methods listed above including questionnaires, interviews, focus groups, and observations.<\/p>\n

            Analyzing and Reporting Results<\/strong><\/p>\n

            As the HR professional, it is important to analyze and report the results of the training program evaluation. This can help business leaders understand whether or not the training program is effective, should be reconsidered, or should be replaced. Therefore, with the help of the trainee and the data collected using specific methods, including the Kirkpatrick Model, leaders can successfully analyze results. Moreover, an evaluation report can be developed for future reference.<\/p>\n

            The evaluation report will consist of:<\/p>\n

              \n
            • Executive Summary<\/li>\n
            • Introduction<\/li>\n
            • Evaluation Method<\/li>\n
            • Results\/Findings<\/li>\n
            • Discussion<\/li>\n
            • Conclusions and Recommendations<\/li>\n
            • Appendices (The Peak Performance Center, n.d.).<\/li>\n<\/ul>\n","protected":false},"author":1,"menu_order":6,"template":"","meta":{"pb_show_title":"","pb_short_title":"","pb_subtitle":"","pb_authors":["eisha-bhangu","jovenvir-birk","xinyu-cao"],"pb_section_license":""},"chapter-type":[],"contributor":[87,88,89],"license":[],"class_list":["post-142","chapter","type-chapter","status-publish","hentry","contributor-eisha-bhangu","contributor-jovenvir-birk","contributor-xinyu-cao"],"part":130,"_links":{"self":[{"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/chapters\/142","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/wp\/v2\/users\/1"}],"version-history":[{"count":1,"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/chapters\/142\/revisions"}],"predecessor-version":[{"id":143,"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/chapters\/142\/revisions\/143"}],"part":[{"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/parts\/130"}],"metadata":[{"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/chapters\/142\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/wp\/v2\/media?parent=142"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/pressbooks\/v2\/chapter-type?post=142"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/wp\/v2\/contributor?post=142"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/openstudio.pub\/peopletraining\/wp-json\/wp\/v2\/license?post=142"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}