Feedback is essential for people to know how they are progressing, and also, evaluation is crucial to the learner's confidence too.
And since people's commitment to learning relies so heavily on confidence and a belief that the learning is achievable, the way that tests and assessments are designed andmanaged, and results presented back to the learners, is a very important part of the learning and development process.
For effective training and learning evaluation, the principal questions should be
- To what extent were the identified training needs objectives achieved by the programme?
- To what extent were the learners' objectives achieved?
- What specifically did the learners learn or be usefully reminded of?
- What commitment have the learners made about the learning they are going to implement on their return to work?
- And back at work,
- How successful were the trainees in implementing their action plans?
- To what extent were they supported in this by their line managers?
- To what extent has the action listed above achieved a Return on Investment (ROI) for the organization, either in terms of identified objectives satisfaction or, where possible, a monetary assessment.
We insist on Training Evaluation because
- It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.
- It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.
- It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.
- It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
Process of Training Evaluation
- Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.
- During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals
- After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.