Techniques of Training Evaluation

The various methods of training evaluation are:

Qualitative methods

• Interviewing
• Observation
• Focus group
• Self reflection
• Case study

Quantitative methods

• Pre test and post test
• Calculating the effect
• Cost benefit analysis

QUALITATIVE METHODS

Interviewing: After the completion of a training program, the trainees can be interviewed. If the training event was an external event, the departmental manager can conduct the interview. The interview could be either structured or unstructured. In a structured interview, the manager should have a list of prepared questions that he may ask to the staff that were part of the training program. In an unstructured interview, the manager may ask an open question, “Tell me about the recent training programme you have attended” and listen to the responses. Supplementary questions may be asked when required. The answers should be recorded.

Observation: The departmental manager may observe the member of staff whether there is a change in his or her performance. For example, a member has attended a time management training programme, the manager may observe the way he or she priorities the work, to see if there is a change.

Focus group: The group of trainees can have meet and have a discussion before and after the training programme. There should be a train facilitator to facilitate the group. The change in group after the training should be recorded.

Self reflection: The trainees may keep a diary and make note about how he or she is progressing during the training programme. After the completion of training, a trained person can review the diary and come to a decision about the impact of training programme.

Case study: A particular department or location can be monitored for a particular time to study the result of training.

Questionnaire Method: A questionnaire can be given to trainee regarding the training programme. The outcome of the answers given by the trainee may reflect the impact of training programme.

QUANTITATIVE METHODS

Pre test and post test: A test of trainees can be taken before and after the training. For example, a secretary may have a test to see that how fast she could take down the dictation. After the test, the secretary join a training programme to improver her performance. At the end of that course, another test could be taken to see the improvement in taking dictation. The improved speed would be the impact of the training programme.

Calculating the effect: Some significant areas like employees’ turnover, absenteeism and performance can be examined to see if there has been any improvement after training.

Cost benefit analysis: The cost benefit analysis should be carried out at two separate times. During the development of training programme, the cost and benefits of the training should be estimated and actual coast and benefits are analyzed at the end of the Programme.