There are lots of good reasons to offer training, and even more reasons to participate and take training. But there is also an accountability element, where we ask ourselves:
- What was the value of that training?
- Did we meet the objectives that were set out?
- Did the training bring about some kind of lasting change in behavior?
In this course, we’ll explore the essential elements in evaluating training and measuring results, while creating a process that is simple for trainers and human resource practitioners to implement.
WHAT STUDENTS LEARN
- Identify the most effective methods of training evaluation
- Explore the most effective methods to report training results, including a return on investment
WHAT TOPICS ARE COVERED
- Setting the Framework
- Pre-Assignment Review
- Kirkpatrick’s Evaluation Model
- The Return on Investment
Setting the Framework
To begin the course, we will explore the three key aspects of the evaluation framework: identifying what you will measure, choosing how you will measure it, and bringing everything together into an evaluation strategy.
In this session, students will consider strategies for active learning.
Kirkpatrick’s Evaluation Model
This session takes an in-depth look at Donald Kirkpatrick’s four-stage evaluation model. Program testing and evaluation techniques will also be covered.
The Return on Investment
Next, participants will learn how to calculate the return on investment from training and perform a cost-benefit analysis.
Presenting Training Results
The final session will give participants some tips on presenting results to stakeholders.
At the end of the course, students will have an opportunity to ask questions and fill out an action plan.
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