Evaluating a Training Session

Evaluation is the gathering of information to ascertain the effectiveness of the training.  It gives you information, which allows you to either “fine tune” or “carry out major repairs” to the session. ANTA, 1999, p.(408)3.4

1. Organisational requirements Management may want evaluation conducted on the training as part of organisational procedures 2. Justification Why did the training take place? Justify future training 3. Assurance Ensuring quality of future training remains up-to-date with content and materials 4. Improvement/Review To improve training and assess if it meets current needs

Evaluation Methods

The National Training Authority has provided a range of methods that can be used to evaluate your training program. Suffice to say that by using a range of methods at your disposal the more reliable the information will be. Please note that you should only collect information that will be of use in your evaluation.

Method used in Evaluation

Method Advantages Disadvantages Observation Easy to see a skill being performed competently Non-verbal language can provide valuable information Intrusive Is open to misinterpretation Interview Opportunity to provide opinions Can monitor verbal and non-verbal responses Time consuming Interviewer may influence responses Performance appraisal Can discuss performance Identify areas for improvement Participant information is usually confidential Self evaluation Identifies own strengths and weaknesses Helps reflect on own performance Can be time consuming Participants may find it difficult to do Cost benefit analysis Identifies how much the program costs Can cover many areas Time consuming Can't always attribute dollar value to all areas Questionnaire Saves time, economical to administer Can cover a large number of participants Time consuming and difficult to prepare May lose concentration if too lengthy

Evaluating the Training Session

Primarily the evaluation of a training session is concerned with:

• Content of the training program, in terms of resources and activities
• Participants feedback on the trainer's method of delivery, and the effectiveness to facilitate learning
• The effect the training has had on the participant's knowledge, skills and abilities back in the workplace
• Changes that have occurred in the workplace or the organisation due to the direct result of the training

In summary, the four main areas evaluation of a training session is concerned with are the training program, trainer, participants and results.

Evaluating Training Effectiveness

A useful place to start in the evaluation of training effectiveness is to check back to the original training needs (the one your training sessions are based on).  After all, this was what established the need for training in the first place.  It is important to determine how successful the training was in addressing that need. You should confirm the performance of the trainees in the workplace.  If it is someone who works with you, this will be straightforward and may simply mean checking and observing workplace tasks to verify learning has occurred.  If the person doesn’t work with you, you may need to discuss performance with the trainee.

Feedback Questionnaire

If you are going to design a feedback questionnaire, take care that you ask relevant questions that will give you information on:

• Program content
• Training materials
• Methods of presentation
• The trainer's knowledge and skills
• Facilities
• General comments