Session 3 –

Evaluation Approach
1. Reaction,
Satisfaction
2. Learning
3. Transfer/application
4. Business Impact

5. Return on
Investment

6. Intangibles
Element Description

1. Reaction Happiness with learning interventions

2. Learning Changes in knowledge, skills and attitudes

3. Application and Changes in on the job behaviors over time

implementation (competence)
4. Business Impact Changes in impact variables

5. ROI Intervention benefits in relation to cost

Intangibles Intervention benefits in relation to policy and/or

strategic direction and related factors
• Skills to master:
– Ability to define a planning framework for each
level:
• Reaction
• Learning
• Transfer/application
• Business
– Ability to work from the business level to the
reaction level
Level Need Program Evaluation Metric
Objective Strategy

5
 Training Need Program Evaluation Level
Objectives Approach

Business need Impact Business impact Level 4

objectives

Job performance Application Transfer and Level 3

needs objectives application

Competence Learning Learning and Level 2

needs objectives competence
(Skills; testing
knowledge;
attitudes)

Preferences Satisfaction Reaction Level 1

objectives
 Training Need Program Evaluation Level
Objectives Approach

Business need Impact Business impact Level 4

objectives

Job performance Application Transfer and Level 3

needs objectives application

Competence Learning Learning and Level 2

needs objectives competence
(Skills; testing
knowledge;
attitudes)

Preferences Satisfaction Reaction Level 1

objectives
 Training Need Program Evaluation Level
Objectives Approach

Business need Impact Business impact Level 4

objectives

Job performance Application Transfer and Level 3

needs objectives application

Competence Learning Learning and Level 2

needs objectives competence
(Skills; testing
knowledge;
attitudes)

Preferences Satisfaction Reaction Level 1

objectives
 Cognitive Affective Psychomotor

Recall Awareness Imitation - copy

Understanding Respond Manipulation – follow

instructions

Application Value (understand and Develop precision

act)

Analysis Organize personal Articulation – combine

value system - talk and relate related
skills
Synthesize Internalize personal Naturalization -
value system - walk automate

Evaluate
 Training Need Program Evaluation Level
Objectives Approach

Business need Impact Business impact Level 4

objectives

Job performance Application Transfer and Level 3

needs objectives application

Competence Learning Learning and Level 2

needs objectives competence
(Skills; testing
knowledge;
attitudes)

Preferences Satisfaction Reaction Level 1

objectives
 Disagree Agree
1 2 3 4 5 6
The content was relevant
for what I required
The manual followed the
lectures logically
The presentation material
was of a high quality
Presentations were
interesting and engaging
The lecturer know the
material
The lecturer knows the
subject well
The lecturer was well
prepared
The venue was conducive to
learning
The food was of an
acceptable standard
• Wissan Motor Manufacturing Company has been rated as a very top
quality, highly productive automobile manufacturer. Wissan relates
much of its success on four major areas: reliable systems, problem
resolution, follow-up, and continuous improvement through learning.

• One of the successful learning programs is on shop-floor supervision

where teams and team leaders are taught how to:
– Plan as a team
– Conduct team review meetings
– Have performance discussions
– Implement shop floor disciplinary code
• The program is designed to improve quality, reduce costs, improve
delivery, and improve safety. Delivery is defined as the percent of
daily production schedule met.
 
• Questions for discussion
• At what level could this program be evaluated? How?
• What are the highest level measures?
• In response to increased claims of sexual harassment, the
Department of Indiscreet Affairs, a large federal agency,
developed a one-day sexual harassment workshop for
supervisors and managers. After the workshop, supervisors
were expected to meet with their employees and discuss the
issues with them.
After attending this workshop, participants should be able to:
• Understand, interpret, and enforce the agency’s sexual harassment
policy.
•  Identify comments, actions, and behavior that might constitute sexual
harassment.
•  Reduce the number of complaints regarding sexual harassment.
•  Communicate to employees the policy and expected behavior.
   Questions for discussion:
•  At what levels could you evaluate this program? Please explain.
• How would you evaluate at Levels 2, 3, and 4?
• Accra Wholesale Brickworks, find that there production
targets are not being met. The Company is midsize but
established in the City. It employs a production team
consisting of three foreman, that supervise approximately 8
workers each and these teams take responsibility for
procurement of the raw materials, mixing, filling the
moulds, drying and baking. The production function is
managed by a section manager.
Their systems are manual
and
procurement/production
planning is not possible

Can this be
Decide type of training
solved
and proceed to Decision
through
Tree 2
training?

Decision Tree 1:
Foreman don’t know how
to conduct proper
production planning and
monitoring meetings

Can this be
Decide type of training
solved
and proceed to Decision
through
Tree 2
training?

Decision Tree 1:
The basic business need is
to raise improve profits

Decide what metric will

you use to show the value
False/True
of an increase in
production

Decision Tree 2:
The basic business need is
to raise production

Decide what metric will

you use to show the value
False/True
of an increase in
production

Decision Tree 2:
Level Need Program Evaluation Metric
Objective Strategy

SE
CI
3

ER
EX
4