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Session 3
Evaluation Approach
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1. Reaction,
Satisfaction
2. Learning
3. Transfer/application4. Business Impact
5. Return on
Investment
6. Intangibles
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Element Description
1. Reaction Happiness with learning interventions
2. Learning Changes in knowledge, skills and attitudes
3. Application and
implementation
Changes in on the job behaviors over time
(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
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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
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Level Need ProgramObjective
EvaluationStrategy
Metric
1
2
3
4
5
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Training Need Program
Objectives
Evaluation
Approach
Level
Business need Impactobjectives
Business impact Level 4
Job performance
needs
Application
objectives
Transfer and
application
Level 3
Competence
needs
(Skills;
knowledge;
attitudes)
Learning
objectives
Learning and
competence
testing
Level 2
Preferences Satisfaction
objectives
Reaction Level 1
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Training Need Program
Objectives
Evaluation
Approach
Level
Business need Impactobjectives
Business impact Level 4
Job performance
needs
Application
objectives
Transfer and
application
Level 3
Competence
needs
(Skills;
knowledge;
attitudes)
Learning
objectives
Learning and
competence
testing
Level 2
Preferences Satisfaction
objectives
Reaction Level 1
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Training Need Program
Objectives
Evaluation
Approach
Level
Business need Impactobjectives
Business impact Level 4
Job performance
needs
Application
objectives
Transfer and
application
Level 3
Competence
needs
(Skills;
knowledge;
attitudes)
Learning
objectives
Learning and
competence
testing
Level 2
Preferences Satisfaction
objectives
Reaction Level 1
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Cognitive Affective Psychomotor
Recall Awareness Imitation - copy
Understanding Respond Manipulation follow
instructions
Application Value (understand and
act)
Develop precision
Analysis Organize personal
value system - talk
Articulation combine
and relate related skills
Synthesize Internalize personal
value system - walk
Naturalization -
automate
Evaluate
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Training Need Program
Objectives
Evaluation
Approach
Level
Business need Impactobjectives Business impact Level 4
Job performance
needs
Application
objectives
Transfer and
application
Level 3
Competence
needs
(Skills;
knowledge;
attitudes)
Learning
objectives
Learning and
competence
testing
Level 2
Preferences Satisfaction
objectives
Reaction Level 1
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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 anacceptable standard
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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
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The program is designed to improve quality, reduce costs, improvedelivery, 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?
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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.
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After attending this workshop, participants should be able to:
Understand, interpret, and enforce the agencys 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?
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BrickworksMD
Company
Secretary Finance Marketing
Production
SectionManager
Team 1 -Foreman
Generalworkers x8
Team 2Foreman
Generalworkers x8
Team 3Foreman
Generalworkers x8
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Decision Tree 1:
Their systems are manual
and
procurement/production
planning is not possible
Can this be
solved
through
training?
Decide type of training
and proceed to DecisionTree 2
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Decision Tree 1:
Foreman dont know how
to conduct proper
production planning and
monitoring meetings
Can this be
solved
through
training?
Decide type of training
and proceed to DecisionTree 2
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Decision Tree 2:
The basic business need is
to raise improve profits
False/True
Decide what metric will
you use to show the value
of an increase in
production
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Decision Tree 2:
The basic business need is
to raise production
False/True
Decide what metric will
you use to show the value
of an increase in
production
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Level Need Program
Objective
Evaluation
Strategy
Metric
1
2
3
4
5
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