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Chapter 5: Evaluation

As the training is done in AIT, the data relating to the process of evaluation is not acquired
directly from the source, rather than through use of questionnaires asked to the engineers who
have already took the training. The evaluation process is based on Kirkpatrick's four
dimensional measurement typology
Reactions
Learnings
Behavior
Results
The reaction and attitudinal outcomes were analyzed and measured through the learnings,
which were understood through the prepared questionnaires. (lvarez, Salas, Garofano, 2004)

Reaction Outcomes:
Reactions is the first level of evaluation according to the model we have followed.
The questionnaire tried to understand what the reaction of the trainee were in regards to the
training. This helped us understand the trainees perception towards the trainer and training.
The content, its utility and their experience as a whole was also analyzed through subjective
evaluation.
There was a high level of agreement to the majority of the question given, suggestion a
preferable reaction towards the training. Favorable reaction suggested there was a good
motivation to learn. (Blanchard, Thacker, Ram, 2012).
Reference to the Social learning theory, this implies that the trainee had good attentive
participation and its maintenance through the overall training.

Learning Outcomes
The learning outcome is evaluated through comparison to the main learning objective. The
outcome was not evaluated formally due to the technicality of the work and some other factors.
However, through the interview session with the trainee, it was found out that the training did not
include tests but rather a different approach of learning which included constant feedbacks and
different dialogue and discussion sessions, which enabled them to learn. The training also
included many simulations and demonstrations which was followed by the discussion sessions.
The two-way flow of communication result in a better learning among the trainees. (Blanchard,
Thacker, Ram, 2012).
Addition to this, the trainees were also provided the essential documents and information
regarding the learning in the training which has been quite helpful according to the information
provided by the trainee.

Behavior Outcomes

The behavior outcome determines whether the trainees learning has been transferred to the
workplace or not. Due to the engineers short term work in the factory before the training, the
reference to this is not very significant.

Organizational Results
According to the trainee engineer, the training has been highly effective for Creative, and is
yielding results. The skill learned through the training was a highly important aspect of the
workings of the organization without which the organization wouldnt be able to run.
Since the training provides the skill which is the core requirement for the organization, and
looking at the good progress of the organization, the training seems to have effective and
efficient results.

Reflection
The evaluation was based on Kirkpatricks model. The reaction and organizational results
provided most of the essential details that were required for the evaluation. The trainees self-
understanding of the skill level and confidence in work, added up with the core business skill
required which is helping the organization to progress, denotes that the training was highly
efficient

The trainees were not formally evaluated on their learnings after the training, however due to the
technicality and process of the training which required continues observations, demonstration
and then self trial and assessments, the trainees themselves understood what they need to learn
and what they lack which then is improved in the further post discussion and training process.

A final evaluation session is however recommended for the training and using the IMTEE model
(lvarez, Salas, Garo fano, 2004), it would highly help in providing post training outcomes and
show the relationship with training effectiveness variables

Appendix:
Please encircle a number in each statement to reflect whether you agree or disagree to the
following (Refer index):

Index:
1= Strongly Disagree
2= Disagree
3= Neither Agree or Disagree
4= Agree
5= Strongly Agree

Reaction Questionnaire:
1. The objectives of the training was highlighted 1 2 3 4 5
clearly to you by the company before the
training started.

2. You were provided with necessary materials 1 2 3 4 5


that helped you prepare for the training before it
started.

3. The training involved effective use of visual 1 2 3 4 5


aids (audio/videos, presentations)

4. The training was engaging with the use of 1 2 3 4 5


tools such as demonstrations, simulations,
discussions wherever effective.

5. The training encouraged participation of the 1 2 3 4 5


trainees.

6. You were given timely feedbacks for 1 2 3 4 5


improvement during the training.

7. The trainer was aware all the trainees 1 2 3 4 5


understood all the concepts before moving
ahead or helped with necessary aids to trainees
who lagged behind.

8. You recommend the training on this 1 2 3 4 5


technology from AIT to others?

Additional comments on your reaction towards


the training:

Attitudinal Outcome Questionnaire:


1. The training had made you knowledgeable 1 2 3 4 5
and skilled at what you do at work.

2. Gaining the required knowledge has helped 1 2 3 4 5


you gain confidence at your workplace.

3. You are able to make informed decisions and 1 2 3 4 5


analysis of situations regarding your work.

4. You are able to use the knowledge and skills 1 2 3 4 5


acquired from training to innovate further on
the existing use of technology.

5. The training has motivated you more in your 1 2 3 4 5


workplace.

References

Blanchard, P. Nick and James W. Thaker (2012) Effective Training: Systems, Strategies, and
Practices (4th Edition) Delhi: Pearson Prentice Hall
Alvarez, K.; Salas, E. and Garofano, C.M., (2004) An Integrated Model of Training Evaluation
and Effectiveness, Sage Publications

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