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Comprehensive guide about the purpose of training evaluation, the different training evaluation models, benefits of training evaluation, how to evaluate training programs in 4 easy steps, when was the best time to evaluate training, and effective training evaluation tools
Published April 3rd, 2021
Training evaluation is the systematic process of analyzing if training programs and initiatives are effective and efficient. Trainers and human resource professionals use training evaluation to assess if employee training programs are aligned with and meet the company’s goals and objectives.
Training Evaluation | SafetyCulture
Training evaluation basically helps with the discovery of training gaps and opportunities in training employees. It collects information that can help determine improvements in training programs and help trainers decide if certain programs should be discontinued.
Training evaluations usually cover questions like “Was the topic discussed at the right level of complexity for your background?” and “Did the facilitator demonstrate a good understanding of and effectively delivered the program material?”, among others.
The training evaluation process is essential to assess training effectiveness, help improve overall work quality and boost employee morale and motivation by engaging them in the development of training programs.
Evaluation of training gives comprehensive feedback on the value of the training programs and their effectiveness in achieving business goals. It helps the management to better understand and identify skill gaps to analyze the desired outcomes of training programs. It also helps the organization to:
Training evaluation is an important process in determining training effectiveness and in checking if training programs are indeed helping employees become good at what they do. Training evaluation can also be integrated as a feature of your learning management system.
Through strategic evaluation, businesses can find ways to improve the quality of training and achieve the learning goals set for employee success. To help you get started, we have listed down the training evaluation process in 4 steps:
There are various types of training evaluation models available and each targets different areas. So the first step to getting started in evaluating training programs is by choosing the best model that will fit the needs of your evaluation.
Below are 3 of the commonly used training evaluation model:
This training evaluation process is used globally by businesses that aim to get a return on investment (ROI) through cost-effective and time-efficient training sessions. This model breaks down the evaluation process into 4 levels:
The CIRO (context, input, reaction, and output) model evaluates the effectiveness of management training courses. It focuses on measurements taken before and after carrying out the training program. Similar to the other models, the training evaluation process is also broken down to 4 stages:
The Phillips ROI model evaluates the training program’s return on investment (ROI). This model basically emulates the scope and sequence of the Kirkpatrick’s Model, but with an additional step. The five levels of the model are as follows:
To effectively evaluate training programs, practitioners of the training program must first define the indicators of “effectiveness.” As a guide, practitioners or organizations should answer this guiding question: “In what sense will the training program be considered successful?”
Below are some examples of factors or indicators that can help in measuring training effectiveness:
Training evaluation methods refer to approaches in collecting the data. Once the training evaluation’s purpose, technique, and measurements for training effectiveness are identified, the next step is to choose the right method or tools for collecting the needed information in regards to the training program.
Below are some of the common training evaluation methods practitioners can use:
Once a method has been selected, practitioners can proceed with collecting the data.
The final step is to analyze the data collected and to report the findings of the performed training evaluation. The report of the training evaluation will be a critical component for future improvements in the organization’s approach to training programs.
Training evaluation should be tied to the purpose of assessment. It is measured against a range of expectations on when to notice the effectiveness of training for employees and the business. Consider time periods such as appraisal, adaptation, application, and achievement to map a process of what outcomes are to be expected at those levels.
Evaluation of training can be performed early, mid, or end of the year depending on the purpose of evaluation. Usually, early and mid-year evaluations are performed to shape the training program and the teaching approach. It helps address any issues and make improvements within the current program. While the annual evaluations measure the success of the training programs and the performance of the instructor. It is usually used for annual reviews, hiring, or promotion.
A digital training evaluation form can help trainers determine if the training programs are adequate to facilitate learning. With the help of iAuditor by SafetyCulture, a cloud-based software app, organizations can:
Perform digital training evaluations to assess employee learning gaps and identify programs’ areas for improvement.
SafetyCulture staff writer
Jai is a content writer for SafetyCulture based in Manila. She has been writing well-researched articles about health and safety topics since 2018. She is passionate about empowering businesses to utilize technology in building a culture of safety and quality.
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