1. Evaluation of Training
Chapter 9
Evaluation of Training
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall

2. Evaluation = 2 Types
Process Evaluation
Outcome Evaluation

3. Purpose of Process Evaluation
Identify areas where training process
can be improved
Improved process leads to improved
outcomes

4. Types of Questions to answer in a Process Analysis (Before Implementation)
Were needs diagnosed correctly?
Were needs translated into training objectives?
Was an evaluation system designed to measure objectives?
Was the training program designed to meet all the training objectives?
Are the training methods appropriate for the learning objectives?
Were the guidelines developed in the design phase used to develop the training content, materials and processes?

5. Types of Questions to answer in a Process Analysis (During Implementation)
Was the trainer and techniques well matched to the objectives?
Were lecture portions of the training effective?
Was involvement encouraged/solicited?
Were questions used effectively?
Did the trainer conduct the various training methodologies (case study, role-play, etc.) appropriately?
Was enough time allotted and was it used as intended?
Did trainees follow instructions?
Was there effective debriefing following exercises?
Was time allowed for questions?

6. Who Is Interested in the Process Data
Training Department
Trainer:
Yes, to determine what works well and what does not.
Other trainers:
 Yes, to the extent that process is generalizable
Training manager
Only if training is not successful or a problem is shown for a particular trainer.
Customers
Trainees: No
Trainees’ supervisor
Upper management:

7. Who Is Interested in the Outcome Data
Reaction
Learning
Behavior
Results
Training Department
Trainer
Yes No
Other Trainers
Perhaps
Training Manager
Customers
Trainees
Trainees’ Supervisor
Not really
Only if no transfer
Management

8. What do you evaluate at the
Outcome Evaluation
What do you evaluate at the
end of training???
Your Training Objectives

9. Outcome Evaluation The KEY outcomes achieved by your training
Trainee Reactions
Learning
Transfer to the job
Organizational Results
The same as your objectives 

10. Outcome Evaluation Design
Alignment Between TNA and Outcomes
Training Evaluation
Objectives Outcomes
Measured the same way
TNA

11. Design Evaluation Evaluation Design Phase Activities Phase Reactions
Determines
Evaluation
Phase
Reactions
Learning
Performance
Person
Unit
Org.
Design Phase Activities
Develop
Training
Objectives
Evaluation
Plan & Design

12. Reaction Questionnaires
Training reaction questionnaires do not assess learning,
but DO assess the trainee’s attitudes about and perception of the training.

13. Reaction Questionnaires continued
At a minimum, the following categories
should be assessed in a reaction questionnaire:
Relevance/value of training (to trainees)
Training content and materials
Trainer’s behavior/effectiveness
Facilities, activities and procedures

14. Reaction Questionnaires continued
It should also provide an
overall evaluation of the training experience.

15. Steps to Consider in Developing a Reaction Questionnaire – Part 1 of 2
Determine what you want to find out (consider training objectives).
Develop a written set of questions to obtain the information.
Develop a scale to quantify respondents’ data.
Make forms anonymous so participants will feel free to respond honestly.
Ask for subgroup information (e.g., young vs. old; minority vs. non- minority).
This could be valuable in determining effectiveness of training for different cultures, for example, which may be lost in an overall assessment.

16. Steps to Consider in Developing a Reaction Questionnaire – Part 2 of 2
Allow space for “Additional Comments” in order to allow participants the opportunity to mention things you might not have considered.
Decide the best time to give the questionnaire to get the information you want.
If right after training, ask someone other than the instructor to administer and pick up the information.
If some time later, develop a mechanism to obtain a high response rate (e.g., encourage the supervisor to allow trainees to complete the questionnaire on company time).

17. Types of Outcomes and Examples of Factors Affecting those Outcomes
Trainee characteristics
Trainer behavior
Reactions
Trainee readiness for the course
Trainee motivation to learn
Design, materials, and content
Learning
Training’s transfer of training effectiveness
Motivational forces in the job setting
Opportunity to apply learned KSAs on the job
Job Behavior
External environment of the organization
Internal environment of the organization
Employee performance, KSAs, and needs
Organizational
Results

18. Examples of assessing objectives
Training objectives are set in the Design Phase based on “Gaps” identified.
Training objectives are assessed in the
Evaluation Phase
Let’s look at some examples of how this is done for reaction objectives.

19. Reaction Objectives -example
At least 75% of participants will rate the following aspects of training a 4 or higher on a 5 point scale
(with 5 being the highest rating): 
1. Quality of the training content
2. Relevance of the training content
3. Effectiveness of each trainer
4. Overall effectiveness

20. Table of Reaction Results
Training Content
Strongly Disagree - Strongly Agree 1 2 3 4 5
Rating of 4 or 5
Ave %
Quality 0%
13%
40%
33%
73%
78%
Relevance
53%
86%
Overall
Rating
27%
47%
74%

21. Trainer Overall Effectiveness
Ratings 1 = Low = High
Trainer 1 2 3 4 5
Rating of
4 or 5
Average Rating A 0%
27%
41%
32%
73%
4.05 B
13%
19%
36%
68%
3.87 C
40%
60%
100%
4.60  

22. Financial Evaluation Actual savings based on outcomes
Cost of performance prior to training
Cost of performance after training
= Performance savings
- Cost of Training
= Cost Savings
Return on Investment ratio (ROI)
= Cost Savings/Cost of Training

23. Cost Savings for Grievance Reduction Training
Pretraining
Post training
Management time 10 hours/grievance
10 hrs. X 63 grievances = 630 hrs.
10 hrs. X 8 grievances = 80 hrs.
Union Rep’s time
7.5 hrs/grievance
7.5 X 63 grievances = 472 ½ hrs
7.5 X 8 grievances = 60 hrs.
Total Cost
Management time
Union rep’s time
Total
630 hrs X $50 = $31,500.00
472 ½ hrs X $.= $11,812.50
$43,312.50
80 hrs. X $50 = $4,000.00
60 hrs. X $25 = $1,500.00
$5,500.00
Reduction in cost of grievances: 43, – 5, = $37,812.50
Cost of training: ,430.00
Cost saving for the first year $ 5,382.50