1. Evaluating Training Programs E-learning Assignment Bret (one-t) Painter

2. OBJECTIVES Know the difference between focusing on training and focusing on performance Know the difference between focusing on training and focusing on performance List the three areas of focus in training evaluation List the three areas of focus in training evaluation Describe the various methods used for evaluating training and performance Describe the various methods used for evaluating training and performance List and describe Kirkpatrick’s Four Levels of Training List and describe Kirkpatrick’s Four Levels of Training

3. Introduction Final step in ISD is summative evaluation Final step in ISD is summative evaluation Ignored because of time and $ Ignored because of time and $ To ensure training programs are effective To ensure training programs are effective Training vs. Performance Training vs. Performance

4. Three Areas of Focus Focus on performance allows training programs to be more effective Focus on performance allows training programs to be more effective Individual Individual Process Process Organization Organization (triple focus of evaluation)

5. Methods Performance checklists Performance checklists Pre- and Post-tests Pre- and Post-tests Reaction sheets Reaction sheets Performance appraisals Performance appraisals

6. Four Levels of Training Evaluation Reaction Reaction Learning Learning Behavior Behavior Results Results

7. Reaction Measure participants reaction Measure participants reaction Feedback is valued Feedback is valued Invested in improvement Invested in improvement Participants motivation to learn Participants motivation to learn Reaction sheets, course critiques Reaction sheets, course critiques

8. Learning “Learned” means increase in skills knowledge or change in attitude (Kirkpatrick 1998) “Learned” means increase in skills knowledge or change in attitude (Kirkpatrick 1998) Pre- and post-test Pre- and post-test

9. Behavior Participants experience a change in behavior due to training Participants experience a change in behavior due to training Four conditions are necessary Four conditions are necessary  Having a desire to change (training factor)  Knowing what to do and how (training)  Having a climate that is conducive to change (organizational)  Being rewarded for instituting the change (organizational)

10. Results Did the training have an impact on the organization (profits, revenue, errors) Did the training have an impact on the organization (profits, revenue, errors) Time consuming Time consuming Hard to quantify Hard to quantify

11. Practice Test A focus on training allows the program being developed to be more effective at addressing the organizational issues. A focus on training allows the program being developed to be more effective at addressing the organizational issues. True or False

12. Practice Test Which level evaluates how much of what was learned in the training has been applied to the work environment in support of the organizational goals? Which level evaluates how much of what was learned in the training has been applied to the work environment in support of the organizational goals?BEHAVIOR

13. Practice Test Kirkpatrick’s second level is Kirkpatrick’s second level is a) Learning b) Behavior c) Results d) Reaction

14. QUESTIONS CONGRATULATIONS!!