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1、1,Training Process,Needs AnalysisDesignDeliveryEvaluation,1Training ProcessNeeds Analys,2,Four Evaluation Levels,ReactionHow do participants feel about the program?LearningTo what extent did the participants increase knowledge, improve skills, and/or change attitude?BehaviorTo what extent did their
2、job behavior change?ResultsWhat final results occurred? (Quantity, quality, safety, sales, costs, profits, ROI),2Four Evaluation LevelsReactio,3,Level One: Reaction,What is evaluated?ContentTrainerMethodologyMaterialFacilitiesLogisticsRegistration,3Level One: ReactionWhat is ev,4,Example Questions,P
3、robability you will use ideas from this session in your workContent relevance to my jobPractical examples and experienceSpeakers knowledge of subject areaSpeakers presentation/facilitation skillsSpeakers ability to respond to questionsGroup participation,4Example QuestionsProbability,5,Level One: Re
4、action,What is evaluated?Overall,5Level One: ReactionWhat is ev,6,Example Questions,What did you like most about the program?What did you like least about the program?In what ways could this program be improved?Would you recommend this course to others who are interested in the subject?Which of the
5、following features were important in your decision to attend? Rank in order of importance),6Example QuestionsWhat did you,7,Level One: Reaction,How to evaluate?QuestionnairesInterviewFocus GroupPhone survey,7Level One: ReactionHow to eva,8,Level One: Reaction,Questionnaire: scalesExcellentWellFairPo
6、orExcellentVery GoodGoodFairPoorStrongly Agree Disagree 7 6 5 4 32 1High Low109 87 6 5 4 32 1,8Level One: ReactionQuestionna,9,Level One: Reaction,AdvantagesEasy to executeParticipants are freeSome relationship to on job performance,IssuesPurely subjectiveHalo effect (smile sheet)Horn effectCentral
7、tendencyTime pressure,9Level One: ReactionAdvantages,10,Level One: Reaction,Tip 1: highlight purpose, solicit cooperationTo determine the degree that the seminar met your needs, we would like you to give us your honest opinionTo make our future sessions as meaningful as possible, we would appreciate
8、 your candid evaluation of this program.Your comments will be used to improve future offerings of this seminar.,10Level One: ReactionTip 1: hi,11,Level One: Reaction,Tip 2: Encourage commentsComments are more accurate than scoresTip 3: Set up baseline scoresHistorical dataBenchmarking dataPilot grou
9、p data (Formative evaluation)Tip 4: Combine questionnaires, interviews, focus groupsTip 5: instant feedback for multi subject courses,11Level One: ReactionTip 2: En,12,Level Two: Learning,How to evaluate?TestDemonstrationPresentationDiscussionRole Play,12Level Two: LearningHow to ev,13,Level Two: Le
10、arning,AdvantagesPressure to participantsPressure to trainerFirst step to change behavior,IssuesTensionReliabilityCreditabilityDifficultyDifferentiationNot the best indicator for on job change,13Level Two: LearningAdvantage,14,Level Two: Learning,Tip 1: Fully utilize testTest is good to evaluate kno
11、wledge based trainingFunctional skillsNew Employee OrientationSupervisor ABCBe serious about test result of formal trainingInstant self scoring and symbolic incentive for informal trainingReliability, Creditability, Difficulty and DifferentiationSet up baselineFinal score vs. gain,14Level Two: Learn
12、ingTip 1: Fu,15,15,16,Level Two: Learning,Tip 2: Set up rules in advance for demonstration and presentationTopicTimeCriteria to evaluateEvaluators are key success factorTip 3: People dont speak might be best learnerTip 4: People good at role play might not be good learner,16Level Two: LearningTip 2:
13、 Se,17,Example:Management Skills,Participants selected 3 topics from 11Topic requirementTime and assessorsPracticeRight before the stage.Participants knew the topicAssessors interacted with and provided feedback to participants,17Example:Management SkillsPar,18,Example: Leadership Style,Describe a s
14、ituation when you used what you learned about leadership styles to improve the effectiveness of a relationship. Be sure to cover:What motivated you to examine the style differenceWhat did you find and howWhat did you do to flex your styleWhat were the results,18Example: Leadership Style,19,Example:
15、Performance Appraisal,19Example: Performance Apprais,20,Level Three: Behavior,How to evaluate?ObservationPerformance Appraisal InformationSupervisor feedback (oral or written)Customer feedback (oral or written) Employee feedback (oral or written),20Level Three: BehaviorHow to,21,Level Three: Behavio
16、r,AdvantagesDirect purpose of trainingRecognized by supervisor and management team,IssuesTime consumingExpertise scarcityCooperation from supervisor/customerMultiple “cause-effect”,21Level Three: BehaviorAdvanta,22,Level Three: Behavior,Tip 1: Select program carefullyBehavior basedCompany behaviorPr
17、ofessional skillsManagerial skillsCustomer service (smile, response)Trainers cooperationTrainers expertise in evaluationDocuments ready before training,22Level Three: BehaviorTip 1:,23,Level Three: Behavior,Tip 2: Evaluation time in accordance with skills practiceTip 3: Supervisors cooperation is ke
18、y success factorCommitment when registerMutual benefitBrief the key points,23Level Three: BehaviorTip 2:,24,Level Three: Behavior,Tip 4: “Take advantage” of vendorKey behavior identificationQuestionnaires designTimeResult analysis,24Level Three: BehaviorTip 4:,25,Example: Time Management,25Example:
19、Time Management,26,TOT: Transfer of Training,Only % of classroom learning was transferred to work!The transfer must be PLANNED!,26TOT: Transfer of TrainingOnl,27,TOT: Transfer of Training,A. Before taking, could you?B. Can you currently?C. How often are you applyingon your jobTOT occurred ifA is NB
20、is YC is =1,YNYN0 1 2 3 4 5,27TOT: Transfer of TrainingA.,28,TOT: Transfer of Training,A: “Y” /All -Prior Knowledge RateB: “N” /All -Incomprehension RateC: “0” /All -Disconnect RateTOT Rate,Acceptable Rate0-66%0-33%0-33%,LowMidHigh0-33%34-66%67-100%,28TOT: Transfer of TrainingAcc,29,Level Four:Resul
21、ts,How to evaluate?QuantityQualitySafety Sales Costs Profits ROI,29Level Four:ResultsHow to eva,30,Level Four:Results,AdvantagesUltimate purpose,IssuesTime consumingExpertise scarcityCooperation from ManagementMultiple “cause-effect”,30Level Four:ResultsAdvantages,31,Level Four:Results,Tip 1: Select
22、 programs that other causes are stableQuality training - error rateSafety training - accident rateSales training - revenue growth rate/order lose rate,31Level Four:ResultsTip 1: Sel,32,Level Four:Results,Tip 2: Use a control group if practicalTip 3: Allow time for possible results to take place,32Le
23、vel Four:ResultsTip 2: Use,33,Example: Retention Skills,33Example: Retention Skills,34,Example: EMS Project,Shop ReengineeringCost ReductionImprove Customer Service ProcessOrder Entry via Configuration SystemChina CBU AR Improvement,34Example: EMS ProjectShop Ree,35,ASTD 1997 Study,三茅活动平台 HR的借力成长通道：http:/,35ASTD 1997 Study三茅活动平台 HR的借力成,
