培训效果评估英文版

1、培训效果评估英文版,1,Measure Training Results,Some Concepts Some experiences Some lessons,培训效果评估英文版,2,Training Process,Needs Analysis Design Delivery Evaluation,培训效果评估英文版,3,Four Evaluation Levels,Reaction How do participants feel about the program? Learning To what extent did the participants increase knowle

2、dge, improve skills, and/or change attitude? Behavior To what extent did their job behavior change? Results What final results occurred? (Quantity, quality, safety, sales, costs, profits, ROI),培训效果评估英文版,4,Level One: Reaction,What is evaluated? Content Trainer Methodology Material Facilities Logistic

3、s Registration,培训效果评估英文版,5,Example Questions,Probability you will use ideas from this session in your work Content relevance to my job Practical examples and experience Speakers knowledge of subject area Speakers presentation/facilitation skills Speakers ability to respond to questions Group partici

4、pation,培训效果评估英文版,6,Level One: Reaction,What is evaluated? Overall,培训效果评估英文版,7,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 subjec

5、t? Which of the following features were important in your decision to attend? Rank in order of importance),培训效果评估英文版,8,Level One: Reaction,How to evaluate? Questionnaires Interview Focus Group Phone survey,培训效果评估英文版,9,Level One: Reaction,Questionnaire: scales ExcellentWellFairPoor ExcellentVery Good

6、GoodFairPoor Strongly Agree Disagree 7 6 5 4 32 1 High Low 109 87 6 5 4 32 1,培训效果评估英文版,10,Level One: Reaction,Advantages Easy to execute Participants are free Some relationship to on job performance,Issues Purely subjective Halo effect (smile sheet) Horn effect Central tendency Time pressure,培训效果评估英

7、文版,11,Level One: Reaction,Tip 1: highlight purpose, solicit cooperation To determine the degree that the seminar met your needs, we would like you to give us your honest opinion To make our future sessions as meaningful as possible, we would appreciate your candid evaluation of this program. Your co

8、mments will be used to improve future offerings of this seminar.,培训效果评估英文版,12,Level One: Reaction,Tip 2: Encourage comments Comments are more accurate than scores Tip 3: Set up baseline scores Historical data Benchmarking data Pilot group data (Formative evaluation) Tip 4: Combine questionnaires, in

9、terviews, focus groups Tip 5: instant feedback for multi subject courses,培训效果评估英文版,13,Level Two: Learning,How to evaluate? Test Demonstration Presentation Discussion Role Play,培训效果评估英文版,14,Level Two: Learning,Advantages Pressure to participants Pressure to trainer First step to change behavior,Issue

10、s Tension Reliability Creditability Difficulty Differentiation Not the best indicator for on job change,培训效果评估英文版,15,Level Two: Learning,Tip 1: Fully utilize test Test is good to evaluate knowledge based training Functional skills New Employee Orientation Supervisor ABC Be serious about test result

11、of formal training Instant self scoring and symbolic incentive for informal training Reliability, Creditability, Difficulty and Differentiation Set up baseline Final score vs. gain,培训效果评估英文版,16,培训效果评估英文版,17,Level Two: Learning,Tip 2: Set up rules in advance for demonstration and presentation Topic T

12、ime Criteria to evaluate Evaluators are key success factor Tip 3: People dont speak might be best learner Tip 4: People good at role play might not be good learner,培训效果评估英文版,18,Example:Management Skills,Participants selected 3 topics from 11 Topic requirement Time and assessors Practice Right before

13、 the stage.Participants knew the topic Assessors interacted with and provided feedback to participants,培训效果评估英文版,19,Example: Leadership Style,Describe a situation when you used what you learned about leadership styles to improve the effectiveness of a relationship. Be sure to cover: What motivated y

14、ou to examine the style difference What did you find and how What did you do to flex your style What were the results,培训效果评估英文版,20,Example: Performance Appraisal,培训效果评估英文版,21,Level Three: Behavior,How to evaluate? Observation Performance Appraisal Information Supervisor feedback (oral or written) Cu

15、stomer feedback (oral or written) Employee feedback (oral or written),培训效果评估英文版,22,Level Three: Behavior,Advantages Direct purpose of training Recognized by supervisor and management team,Issues Time consuming Expertise scarcity Cooperation from supervisor/customer Multiple “cause-effect”,培训效果评估英文版,

16、23,Level Three: Behavior,Tip 1: Select program carefully Behavior based Company behavior Professional skills Managerial skills Customer service (smile, response) Trainers cooperation Trainers expertise in evaluation Documents ready before training,培训效果评估英文版,24,Level Three: Behavior,Tip 2: Evaluation

17、 time in accordance with skills practice Tip 3: Supervisors cooperation is key success factor Commitment when register Mutual benefit Brief the key points,培训效果评估英文版,25,Level Three: Behavior,Tip 4: “Take advantage” of vendor Key behavior identification Questionnaires design Time Result analysis,培训效果评

18、估英文版,26,Example: Time Management,培训效果评估英文版,27,TOT: Transfer of Training,Only % of classroom learning was transferred to work! The transfer must be PLANNED!,培训效果评估英文版,28,TOT: Transfer of Training,A. Before taking, could you? B. Can you currently? C. How often are you applyingon your job TOT occurred

19、if A is N B is Y C is =1,YN YN 0 1 2 3 4 5,培训效果评估英文版,29,TOT: Transfer of Training,A: “Y” /All -Prior Knowledge Rate B: “N” /All -Incomprehension Rate C: “0” /All -Disconnect Rate TOT Rate,Acceptable Rate 0-66% 0-33% 0-33%,LowMidHigh 0-33%34-66%67-100%,培训效果评估英文版,30,Level Four:Results,How to evaluate? Quantity Quality Safety Sales Costs Profits ROI,培训效果评估英文版,31,Level Four:Results,Advantages Ultimate purpose,Issues Time consuming Ex