培訓(xùn)效果評(píng)估

MeasureTrainingResults SomeConceptsSomeexperiencesSomelessons FrankCaoLucentTechnologiesfcao@lucentTrainingProcess NeedsAnalysisDesignDeliveryEvaluationFourEvaluationLevelsReactionHowdoparticipantsfeelabouttheprogram?LearningTowhatextentdidtheparticipantsincreaseknowledge,improveskills,and/orchangeattitude?BehaviorTowhatextentdidtheirjobbehaviorchange?ResultsWhatfinalresultsoccurred?(Quantity,quality,safety,sales,costs,profits,ROI)LevelOne:ReactionWhatisevaluated?ContentTrainerMethodologyMaterialFacilitiesLogisticsRegistrationExampleQuestionsProbabilityyouwilluseideasfromthissessioninyourworkContentrelevancetomyjobPracticalexamplesandexperienceSpeaker’sknowledgeofsubjectareaSpeaker’spresentation/facilitationskillsSpeaker’sabilitytorespondtoquestionsGroupparticipationLevelOne:ReactionWhatisevaluated?OverallExampleQuestionsWhatdidyoulikemostabouttheprogram?Whatdidyoulikeleastabouttheprogram?Inwhatwayscouldthisprogrambeimproved?Wouldyourecommendthiscoursetootherswhoareinterestedinthesubject?Whichofthefollowingfeatureswereimportantinyourdecisiontoattend?Rankinorderofimportance)LevelOne:ReactionHowtoevaluate?QuestionnairesInterviewFocusGroupPhonesurveyLevelOne:ReactionQuestionnaire:scalesExcellent Well Fair PoorExcellent VeryGood Good Fair PoorStronglyAgree Disagree76543 21High Low 10 98 76 543 21

LevelOne:ReactionAdvantagesEasytoexecuteParticipantsarefreeSomerelationshiptoonjobperformance IssuesPurelysubjectiveHaloeffect(smilesheet)HorneffectCentraltendencyTimepressureLevelOne:ReactionTip1:highlightpurpose,solicitcooperationTodeterminethedegreethattheseminarmetyourneeds,wewouldlikeyoutogiveusyourhonestopinion…Tomakeourfuturesessionsasmeaningfulaspossible,wewouldappreciateyourcandidevaluationofthisprogram.Yourcommentswillbeusedtoimprovefutureofferingsofthisseminar.LevelOne:ReactionTip2:EncouragecommentsCommentsaremoreaccuratethanscoresTip3:Setupbaselinescores Historicaldata Benchmarkingdata Pilotgroupdata(Formativeevaluation)Tip4:Combinequestionnaires,interviews,focusgroupsTip5:instantfeedbackformultisubjectcoursesLevelTwo:LearningHowtoevaluate?TestDemonstrationPresentationDiscussionRolePlayLevelTwo:LearningAdvantagesPressuretoparticipantsPressuretotrainerFirststeptochangebehavior IssuesTensionReliabilityCreditabilityDifficultyDifferentiationNotthebestindicatorforonjobchangeLevelTwo:LearningTip1:FullyutilizetestTestisgoodtoevaluateknowledgebasedtrainingFunctionalskillsNewEmployeeOrientationSupervisorABCBeseriousabouttestresultofformaltrainingInstantselfscoringandsymbolicincentiveforinformaltrainingReliability,Creditability,DifficultyandDifferentiationSetupbaselineFinalscorevs.gainLevelTwo:LearningTip2:SetuprulesinadvancefordemonstrationandpresentationTopicTimeCriteriatoevaluateEvaluatorsarekeysuccessfactorTip3:Peopledon’tspeakmightbebestlearnerTip4:PeoplegoodatroleplaymightnotbegoodlearnerExample:ManagementSkillsParticipantsselected3topicsfrom11TopicrequirementTimeandassessorsPracticeRightbeforethestage…...ParticipantsknewthetopicAssessorsinteractedwithandprovidedfeedbacktoparticipantsExample:LeadershipStyle Describeasituationwhenyouusedwhatyoulearnedaboutleadershipstylestoimprovetheeffectivenessofarelationship.Besuretocover:WhatmotivatedyoutoexaminethestyledifferenceWhatdidyoufindandhowWhatdidyoudotoflexyourstyleWhatweretheresultsExample:PerformanceAppraisalLevelThree:BehaviorHowtoevaluate?ObservationPerformanceAppraisalInformationSupervisorfeedback(oralorwritten)Customerfeedback(oralorwritten)Employeefeedback(oralorwritten)LevelThree:BehaviorAdvantagesDirectpurposeoftrainingRecognizedbysupervisorandmanagementteamIssuesTimeconsumingExpertisescarcityCooperationfromsupervisor/customerMultiple“cause-effect〞LevelThree:BehaviorTip1:SelectprogramcarefullyBehaviorbasedCompanybehaviorProfessionalskillsManagerialskillsCustomerservice(smile,response)Trainer’scooperation Trainer’sexpertiseinevaluationDocumentsreadybeforetrainingLevelThree:BehaviorTip2:EvaluationtimeinaccordancewithskillspracticeTip3:Supervisor’scooperationiskeysuccessfactorCommitmentwhenregisterMutualbenefitBriefthekeypointsLevelThree:BehaviorTip4:“Takeadvantage〞ofvendorKeybehavioridentificationQuestionnairesdesignTimeResultanalysisExample:TimeManagementTOT:TransferofTrainingOnly%ofclassroomlearningwastransferredtowork!ThetransfermustbePLANNED!TOT:TransferofTrainingA.Beforetaking…,couldyou…?B.Canyoucurrently…?C.Howoftenareyouapplying…onyourjob TOToccurredifAisNBisYCis>=1Y NY N012345TOT:TransferofTrainingA:“Y〞/All-PriorKnowledgeRateB:“N〞/All-IncomprehensionRateC:“0〞/All-DisconnectRateTOTRateAcceptableRate 0-66% 0-33% 0-33%Low Mid High0-33% 34-66% 67-100%LevelFour:ResultsHowtoevaluate?QuantityQualitySafetySalesCostsProfitsROILevelFour