Techniques for Evaluating Training Programs

Abstract

Abstract: Various evaluation techniques are discussed in the context of evaluation steps: 1) reaction; 2) learning; 3) behavior; and 4) results. Reactions are best measured by using forms that are easy to tabulate, are anonymous, encourage comments and are based on what you want to find out. Reaction by participants can be used during the program to improve subsequent sessions and can be supplemented by a program coordinator evaluation. Learning objectives can be defined through procedural guideposts. Learning can be measured statistically by classroom performance and paper-and-pencil tests. Job behavior evaluation must include: 1) systematic appraisal; 2) performance appraisal; 3) statistical analysis; 4) post-training appraisal; and 5) control group. (9 behavior/performance evaluation studies are explained.) Appraisal and evaluation of results are complicated. Five approaches/studies on results evaluation state training objectives in terms of desirable results using comparison studies, experimental groups, questionnaires, participant data collection and analysis, and productivity measurement.