培训效果评估（英文版）

1MeasureTrainingResultsSomeConceptsSomeexperiences[e-mail]2TrainingProcessNeedsAnalysisDesignDeliveryEvaluation3FourEvaluationLevelsReaction–Howdoparticipantsfeelabouttheprogram?Learning–Towhatextentdidtheparticipantsincreaseknowledge,improveskills,and/orchangeattitude?Behavior–Towhatextentdidtheirjobbehaviorchange?Results–Whatfinalresultsoccurred?(Quantity,quality,safety,sales,costs,profits,ROI)4LevelOne:ReactionWhatisevaluated?ContentTrainerMethodologyMaterialFacilitiesLogisticsRegistration5ExampleQuestionsProbabilityyouwilluseideasfromthissessioninyourworkContentrelevancetomyjobPracticalexamplesandexperienceSpeaker’sknowledgeofsubjectareaSpeaker’spresentation/facilitationskillsSpeaker’sabilitytorespondtoquestionsGroupparticipation6LevelOne:ReactionWhatisevaluated?Overall7ExampleQuestionsWhatdidyoulikemostabouttheprogram?Whatdidyoulikeleastabouttheprogram?Inwhatwayscouldthisprogrambeimproved?Wouldyourecommendthiscoursetootherswhoareinterestedinthesubject?Whichofthefollowingfeatureswereimportantinyourdecisiontoattend?Rankinorderofimportance)8LevelOne:ReactionHowtoevaluate?QuestionnairesInterviewFocusGroupPhonesurvey9LevelOne:ReactionQuestionnaire:scalesExcellentWellFairPoorExcellentVeryGoodGoodFairPoorStronglyAgreeDisagree7654321HighLow1098765432110LevelOne:ReactionAdvantagesEasytoexecuteParticipantsarefreeSomerelationshiptoonjobperformanceIssuesPurelysubjective–Haloeffect(smilesheet)–Horneffect–CentraltendencyTimepressure11LevelOne:ReactionTip1:highlightpurpose,solicitcooperationTodeterminethedegreethattheseminarmetyourneeds,wewouldlikeyoutogiveusyourhonestopinion…Tomakeourfuturesessionsasmeaningfulaspossible,wewouldappreciateyourcandidevaluationofthisprogram.Yourcommentswillbeusedtoimprovefutureofferingsofthisseminar.12LevelOne:ReactionTip2:Encouragecomments–CommentsaremoreaccuratethanscoresTip3:Setupbaselinescores–Historicaldata–Benchmarkingdata–Pilotgroupdata(Formativeevaluation)Tip4:Combinequestionnaires,interviews,focusgroupsTip5:instantfeedbackformultisubjectcourses13LevelTwo:LearningHowtoevaluate?TestDemonstrationPresentationDiscussionRolePlay14LevelTwo:LearningAdvantagesPressuretoparticipantsPressuretotrainerFirststeptochangebehaviorIssuesTensionReliabilityCreditabilityDifficultyDifferentiationNotthebestindicatorforonjobchange15LevelTwo:LearningTip1:FullyutilizetestTestisgoodtoevaluateknowledgebasedtraining–Functionalskills–NewEmployeeOrientation–SupervisorABCBeseriousabouttestresultofformaltrainingInstantselfscoringandsymbolicincentiveforinformaltrainingReliability,Creditability,DifficultyandDifferentiationSetupbaselineFinalscorevs.gain16ExperimentalGroupControlGroupPretestPosttestGain17LevelTwo:LearningTip2:Setuprulesinadvancefordemonstrationandpresentation–Topic–Time–Criteriatoevaluate–EvaluatorsarekeysuccessfactorTip3:Peopledon’tspeakmightbebestlearnerTip4:Peoplegoodatroleplaymightnotbegoodlearner18Example:ManagementSkillsParticipantsselected3topicsfrom11TopicrequirementTimeandassessorsPracticeRightbeforethestage…...ParticipantsknewthetopicAssessorsinteractedwithandprovidedfeedbacktoparticipants19Example:LeadershipStyleDescribeasituationwhenyouusedwhatyoulearnedaboutleadershipstylestoimprovetheeffectivenessofarelationship.Besuretocover:WhatmotivatedyoutoexaminethestyledifferenceWhatdidyoufindandhowWhatdidyoudotoflexyourstyleWhatweretheresults20Example:PerformanceAppraisal21LevelThree:BehaviorHowtoevaluate?ObservationPerformanceAppraisalInformationSupervisorfeedback(oralorwritten)Customerfeedback(oralorwritten)Employeefeedback(oralorwritten)22LevelThree:BehaviorAdvantagesDirectpurposeoftrainingRecognizedbysupervisorandmanagementteamIssuesTimeconsumingExpertisescarcityCooperationfromsupervisor/customerMultiple“cause-effect”23LevelThree:BehaviorTip1:SelectprogramcarefullyBehaviorbased–Companybehavior–Professionalskills–Managerialskills–Customerservice(smile,response)Trainer’scooperation–Trainer’sexpertiseinevaluation–Documentsreadybeforetraining24LevelThree:BehaviorTip2:EvaluationtimeinaccordancewithskillspracticeTip3:Supervisor’scooperationiskeysuccessfactor–Commitmentwhenregister–Mutualbenefit–Briefthekeypoints25LevelThree:BehaviorTip4:“Takeadvantage”ofvendor–Keybehavioridentification–Questionnairesdesign–Time–Resultanalysis26Example:TimeManagement27TOT:TransferofTrainingOnly%ofclassroomlearningwastransferredtowork!ThetransfermustbePLANNED!28TOT:TransferofTrainingA.Beforetaking…,couldyou…?B.Canyoucurrently…?C.Howoftenareyouapplying…onyourjobTOToccurredif»AisN»BisY»Cis=1YNYN01234529TOT:TransferofTrainingA:“Y”/All-PriorKnowledgeRateB:“N”/All-IncomprehensionRateC:“0”/All-DisconnectRateTOTRateAcceptableRate0-66%0-33%0-33%LowMidHigh0-33%34-66%67-100%30LevelFour:ResultsHowtoevaluate?QuantityQualitySafetySalesCostsProfitsROI31LevelFour:ResultsAdvantagesUltimatepurposeIssuesTimeconsumingExpertisescarcityCooperationfromManagementMultiple“cause-effect