Training Effectiveness Evaluation & ROI

Course Properties

Course date: 03-12-2017
Course End Date: 07-12-2017
Location Cairo

Course Objective

At the end of this training, the participants will be able to:

  • List the basic training types.
  • Explain the 4 basic training effectiveness evaluation models such as Kirkpatrick Model, CIRO Model, IES Model and 10 Step Model.
  • Master the 10 Step effectiveness evaluation model.
  • List the various measurement criteria.
  • Convert Business needs in to measurable evaluation criteria.
  • Calculate Return on Investment (ROI), added value and payback period.
  • Design training programs based on business needs and in a cost effective manner.
  • ·Perform effectiveness evaluation for any given scenario.
  • ·Calculate Return On Investment (ROI)

 

Who Should Attend

This course is intended for HRD personnel and Training Coordinators to evaluate effectiveness of training and certification /qualification process conducted / administered by them.

 

Course Contents

  • Introduction
  • Why Evaluate Training
    • Track the development of staff knowledge and skills
    • Find out if the learning being applied in the workplace
    • Identify training gabs and future training needs
    • Establish if the investment was worthwhile
    • Inform future training plans and strategy
    • Ensure training continuously improves
    • Improve Business performance through training
    • Look at where your business wants to be
    • Identify the training needed to get there
  • Implement a positive, dynamic training policy that ensures:
    • Your training budget is well spent
    • People give their best as individuals and teams
    • You achieve consistently high standards
    • A culture of learning and continuous improvement is established in your business
    • Your business develops a best practice approach
    • People want to work for your company
  • Measuring Training Effectiveness
    • Set specific objectives for the training
    • The efficiency of particular process
    • The number of returning customers
    • Staff motivation
    • Measuring Staff satisfaction
    • Promptness of arrival
    • Levels of performance
    • Days off sick taken
    • Engagement in teamwork
    • Devise a questionnaire to gather specific information
    • Profit made
    • Time saved
    • Productivity increased
    • Absenteeism prevented
    • Ensure objectives are achievable
    • Take measurements before, during, and after the training
    • Re-evaluate at regular intervals
  • Devise a Simple Training Evaluation
  • Before the training

Set your objectives, including financial ones

Decide how you will measure the objectives

Establish the situation before the training using these measures

Identify the improvements you are aiming at

Identify why you have chosen this particular training method

Evaluate a range of training methods and choose the most suitable

  • During the training

Ask the trainee to reflect on their understanding and enthusiasm throughout

  • After the training

Measure your objectives at agreed time intervals

Get detailed feedback from the trainee

Re-test knowledge and skills and compare with pre-training results

Review the performance of the chosen training method

Observe the trainee’s new knowledge and skills in context

Identify any remaining training gabs, and include them in future plans

Review your return on investment

Give feedback to your training provider to improve their service

  • Evaluate more precisely -The Training Evaluation Classic Approach (The Kirkpatrick Model)
    • Reaction
    • Learning
    • Behaviour
    • Results
    • Evaluate a Range of Training Methods
    • Self-study
    • One-to-one coaching
    • Group learning
    • Work-based assignments
    • External courses
    • E-learning
  • Next Steps For Developing Training (Feed the results into a TNA)
    • Feeding the results into your Training Needs Analysis(TNA):

Ensures the picture is always up-to-date

Establishes the training methods that suit your business and your staff

Identifies cost-effective training

Helps you set meaningful and realistic training objectives

Helps create an environment of continuous staff development

Helps you equip staff to cope with change

  • Consider working towards Investors in People recognition (IIP), the IIP Standard “plan, do, review”
    • Plan – develop strategies to improve your organization’s performance
    • Do – implement these strategies
    • Review – evaluate the impact of the strategies on performance
  • One Approach to Calculate Return On Investment (ROI)
    • Collecting Post-Program Data
    • Isolating the Effects of Training
    • Converting Data to Monetary Values
    • Tabulating Program Costs
    • Calculating the ROI