Training Evaluation

 

Evaluation is analysis and estimation of value of something. In the case of training, it concentrates on whether the resources in terms of money, time and effort spent on training have achieved the desired objectives or not. It is important to evaluate the outcomes of training activities in order to ensure that the purpose of training is not defeated. This can be ascertained in terms of:

• The goals achieved (should be similar to the targeted ones)
• The cost-effectiveness achieved.

 

A successful evaluation process is relatively long-term which goes further than the immediate feedback on the quality of a specific event. An effective training event should conclude with participants given an opportunity to express their views, against standard questions.

 

The following text gives you an idea about these questions.

• Did they find the tutor's method of teaching useful?
• Did they like the training programme?
• Did they find the physical surroundings suitable?
• Did they find the handouts appropriate?

 

A manager needs to understand certain very important aspects of a training process like, those who have to be trained, want to learn and have the motivation to improve their performance; the process of delivering training was the most effective one; were the employees able to assimilate the ideas of the training; whether training has been able to inculcate long-term and permanent improvements in performance; whether these improvements produced positive results. Hence, it is essential to evaluate both the inputs and outputs of training. You should not miss the woods for the trees.

 

Effective managers, thus, see the whole process of training as a continuous cycle of identifying needs, delivering training to fulfill those needs and then evaluating what has been provided.