EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMME

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMME

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMME

 Introduction

Staff development is an important part of assisting performance improvement at organisational, faculty/central department, unit and individual levels. It is therefore important that the transfer of learning into the workplace is assessed through a process of review and evaluation so that its success or otherwise can be established and so that we can demonstrate the contribution learning makes towards overall organisational success.

Evaluation is the process of finding out how the development or training process has affected the individual, team and the organisation.

The benefits of evaluating training and development are to:

Promote business efficiency by linking efforts to train and develop staff to operational priorities, goals and targets.

Identify cost effective and valuable training events or programmes, leading to better focused learning and development.

Ensure the transfer of learning into the workplace.

Use and reinforce techniques learned to help improve quality and customer service within the organisation.

Help define future development objectives.

Stages of Evaluation

There are four key stages at which training and development should be evaluated:

Reaction: At this stage evaluation provides information on the attitudes and opinions of participants to the learning they have undertaken typically via evaluation forms or comment sheets. Download training evaluation form from this link- http://www.hrmleaders.com/uploads/blog_files/1593516053.pdf

Learning attained: Evaluation at this stage looks at the extent to which learning objectives have been achieved. Evaluation of learning can take place during the activity using interactive sessions, tests and practical application and after the activity by re-testing knowledge and skills and comparing them with pre training results, observing

Performance: Evaluation at this stage looks at the impact of a learning experience on individual/team performance at work. Key to this level of evaluation is the need to have agreed clear learning objectives prior to the learning experience so that when evaluation takes place there are measures to use.

Organisational Impact: At this level evaluation assesses the impact of learning on organisational effectiveness, and whether or not it is cost effective in organisational terms.