Methods of Evaluating Training Effectiveness

Methods of Evaluating Training Effectiveness

Methods of Evaluating Training Effectiveness

A properly designed and conducted method of evaluation provides useful insights of the effectiveness of the training. This also enables an organization to monitor and modify the training program.

Some useful methods of evaluating training effectiveness are as follows:

  1. Observation Method

Observation conceives the ideas of closely observing the activities during the delivery of training program. Under this method, direct observation tales place in order to assess the changed knowledge, skills and attitudes of the participants. During observation, the errors and mistakes in actual work situation are carefully observed and recorded. Finally, the effectiveness of training can be evaluated through the reaction of trainees.

  1. Test-retest Method

Test-retest method is another important method of evaluating training effectiveness. Under this method, the trainees are given a test before the conduction of training program to assess their existing knowledge, skills, and attitudes. And after training program also, a similar test is conducted to assess their changed behavior. Then the comparison is made between trainees’ level of knowledge, skills, and attitudes before and after the training program. If a considerable change is observed in the behavioral interaction of the trainees, the training is said to be effective.

  1. Pre-post Performance

It is similar to the pre-test method. But here, the concentration is given on the analysis or evaluation of actual job performance. Under this method, the actual job performance is first rated before any training is provided. After the training program is completed, the participant’s job performance is evaluated. Then the increased performance of the trainees is attributed to the instruction.

  1. Experimental Control Method

In this method of evaluating training effectiveness, participants are first divided into two groups, the first is the control group and the second is experimental group. Members of control group work on the job but they do not go under any instruction, they have no clear guidance at work. On the other hand, members of the experimental group are given the instruction and guidance at work. Finally, at the conclusion of training, the performance of these two groups is reevaluated. If the training is really effective, the performance of experimental group will have improved substantially more than that of a controlled group. On the other hand, if the difference remains unchanged, the training will be considered unsuccessful.


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