|Process of Evaluating Training|
- Setting Intended Standards: These are the objectives of training and intended outcomes and serve as standards for performance of training. They can be in terms of reaction, learning, job behavior and results.
- Measuring Actual Outcomes: The actual outcome of a given training activities is measured. Training reports provide information about performance.
- Finding Deviations: The actual outcome is compared with the intended outcomes. The deviations are found. The cases for deviation are identified and analyzed.
- Corrective Actions: They are taken to improve the current performance and to plan future training programmes. Objectives may be changed to make them realistic.
- Evaluation should be tailored to fit the particular training activity and be systematic and objective.
- The actors in evaluation may be trainee, trainer, coordinator, supervisor and external evaluators.
- The objects of evaluations can be physical and logistical facilities, teaching aids; curriculum, training methods, administration, finance, trainee, trainer, coordinator and supervisor, support staff.
- The timing of evaluation can be when participants enter the training or when participants complete training or end of the training programme or after the job re-entry of trainees.
Methods of EvaluationThese are various methods of evaluating training programs. The following are some of the major types:
- Questionnaire (Feedback forms) or happiness sheets are a common way of eliciting trainee responses to sources and programmes.
- Tests or examinations are common on formal courses. Which provide a certificate e.g. diploma in word processing skills, although end-of course tests can be provided after short courses to check the progress of trainees.
- Projects are initially seen as learning methods but they can also provide valuable information to instructors.
- Structured exercise and case studies are opportunities to apply learned skills and techniques under the observation of tutors and evaluators.
- Tutor report is important to have the opinions of those who deliver the training. This gives a valuable assessment from a different perspective.
- Interviews of trainees post course or instruction period. These can be informal or formal, individual or group or by telephone.
- Observation of courses and training by those devising training strategies in the training department is very useful and information from these observations can be compared with trainee responses.
- Participation and discussion during training needs people who are adapting at interpreting responses, as this can be highly subjective.