Process of Evaluation of Effectiveness and Shortcomings of Training Sessions

Evaluation ‘is a process that critically examines a program. It involves collecting and analyzing information about a program’s activities, characteristics, and outcomes. Its purpose is to make judgments about a program, to improve its effectiveness, and/or to inform programming decisions’ (Patton, 1987).

Why to Evaluate a Training programme?

• Evaluation helps in controlling and correcting the training programme
• It improves programme design and implementation
• It demonstrates programme effectiveness

There are two categories of evaluations that can/should be done, one is ‘Pre-Evaluation’ done during the program development and implementation stage. Another one is ‘Post-Evaluation’ which will tell us to what extent the training was effective and achieving goals of the programme. The former one includes ‘Needs Assessment’ & ‘Process of Implementation’ while the latter one includes ‘Outcome Evaluation’ and ‘Impact Evaluation’.

Kirkpatrick suggests four level evaluations to which Hamblin divides the fourth level into two to distinguish between effect on organization and economic effects. These five levels will elaborate the categories mentioned above:

1. Reactions: Trainees reactions to the overall usefulness of the training
2. Learning: Evaluated on the basis of quantity of content learned and time taken
3. Behaviour: Includes evaluation of the manner and extent to which the trainee has applied learning in his/her job
4. Organization: Measures the impact of the training in achieving organizational objectives
5. Ultimate Value: Measurement of the ultimate result of the economic contributions

Methods of Evaluation:

1. Questionnaires: To obtain opinions, reactions, views of the trainees
2. Tests: To find out if anything was learnt by standard tests
3. Interviews: To find usefulness of training offered
4. Studies: Comprehensive studies on opinions, judgements of trainers, superiors and peer groups
5. Human Resource Factors: On the basis of Employee Satisfaction, grievances, absenteeism etc.,
6. Cost Benefit Analysis: Cost of conducting a training programme Vs. Value
7. Feedback: collection and implementation of feedback report

Possible Shortcomings and how to overcome?

Shortcomings / Issues	Methods to Overcome
Poor Participation	Ensure Instructional Objective is clearly stated and use few Ice breakers
Confused / unable to follow	Tell them what you told meaning ‘Reiterate’ & check your pace, be clear and audible, check by asking questions
Low energy and enthusiasm, seem to be dry and dull	Involve Trainees by asking to share their experiences, use humor, make learning fun
Poor Understanding of the concept/subject	Use Hands on Training to Demonstrate and apply teaching points
Session is not lively, no encouragement	Engage participants in the learning process by group activities
What’s in it for me, type feeling	Create Win-Win environment to build self-esteem and self-worth
Trainees are often easily offended to the act of disapproval of their activity work	Disapproval should be done in a positive way and should be seen as a means of improving
Participants feeling uncomfortable/inconvenient	Check basic arrangements, change seating arrangements, room temperature etc.,
Poor interaction, not asking questions, not involving in activities	Encourage to ask questions, conduct activity,
Participant offended	Avoid telling jokes, avoid negative feedback, avoid targeting,
Power point turned out to be ineffective	Be ready with alternate strategy like using case studies, role plays, and experiential learning techniques.
Strong Resistance behaviour	Make them realize and accept the benefits of learning. Why to learn and what’s in it for them?
Poor acceptance	Build your credibility, prove your hold on subject, behave like you are there to learn together, be their friend and well wisher
Complicated stuff, hard subjects, statistical information, hard policies, difficult skills etc.,	Make the content easier by breaking it into small segments, present in an attractive manner, avoid jargons, avoid lengthy sentences, reduce speed, avoid distractors, facilitate rather than teaching
Participants are tough	Always be on the lookout for what works best for your participants