Training evaluation models

1. 1. TRAINING EVALUATION MODEL JINCE GOMEZ TEACHING ASSISTANT OB/HR

Indian Institute of Management KOZHIKODE
2. 2. VARIOUSEVALUATIONMODEL Kirkpatricks Model Phillip's ROI Model Hodgess
Components for HRD Evaluation Holton: HRD Evaluation and Research Model Kraiger:
Decision-Based Evaluation
3. 3. KIRKPATRICKSMODEL Kirkpatrick is without a doubt the most frequently used
technique. It suggests measurement of training at four levels: Reaction: Measures the
learners reaction to the training immediately after the session. Seeks to gain information
on their perception of the quality of the training content, and the trainer. (information often
gained through reaction sheets) Learning: Measures actual learning achieved in the
training. Behaviour: Measures transfer of learning, including any changes in
behaviourback on the job. Results: Measures the business impact of the training
programme.
4. 4. PHILLIP'SROI MODEL ThismodeladdsafifthleveltoKirkpatricksfourlevels:Return- On-
Investment(ROI).Thislevelispurelyconcernedwiththemeasureoffinancialbenefit(orlackthere
of)toanorganisationaftertraining. TheTrainingROIformulaisasfollows:
ROI(%)=NETProgramBenefits/ProgramCostsx100.
VillanovaUniversityofferscertificationinPhillipsROImethodology,andtheyoutlineitasaten-
stepprocesstogatherandanalyzeevaluationdata(asopposedtofoursteps).Intheircase,
however,theyareapplyingthemodelmoregenerallytoanyprogrammeevaluation,notjusttraini
ngevaluation.
5. 5. HODGESSCOMPONENTSFORHRD EVALUATION Hodges sees training evaluation
as a selection of the following components: Needs Assessment = what do they need?
Formative Evaluation = will it work? In addition, there are four components to Summative
Evaluation as follows: Reaction Evaluation = were they satisfied? Learning Evaluation =
did they learn? Performance Evaluation = were they able to use it, and where they
successful in using it? Impact Evaluation = what impact has it had and was there a
financial return?
6. 6. HOLTON: HRD EVALUATIONANDRESEARCHMODEL
Holtonincludesthreeevaluationtargets(learning,transfer,andresults).Heexcludesreactions
heetscollectedattheendofatrainingcourse(alsoknownasHappySheetsorSmileySheets),
whichhedoesntconsidervalidasaprimaryoutcomeoftraining.Hearguesforanintegrationofeff
ectivenessandevaluation,
determiningthatcertaineffectivenesscriteriabeincludedinevaluation.
7. 7. KRAIGER: DECISION-BASEDEVALUATION Kraigersmodel involves three multi-
dimensional areas for evaluation. Training Content and Design: design, deliver, validate
your training courses using expert judgment and advisory panels; establish a
methodology. Changes in Learners:measure cognitive, behavioral, and affective
outcomes with written tests, interviews, surveys and work samples. Organizational
Payoffs: these should include results, performance and training transfer. Evaluate these
with cost-benefit analyses, surveys and ratings.
8. 8. Kraigeremphasizesevidence,ordecision-based
evaluation.Heconsidersthepurposeoftrainingevaluationtobetopresentevidencefordecision-
making,feedbacktodesigners,andtrainersandmarketing.Kraigerisalsodubiousofthevalueofr
eactionsheetmeasures,ashedoesntbelievetheyrerelatedtoeitherchangesinlearnerbehavio
urortopayoff.Inaddition,hedeemsthatnovicelearnersdontreplysatisfactorily.

VARIOUS EVALUATIONMODEL
Kirkpatricks Model
Phillip's ROI Model
 Hodgess Components for HRD Evaluation
Holton: HRD Evaluation and Research Model
Kraiger: Decision-Based Evaluation