Train the Trainer: Evaluating Training

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1. Evaluating TrainingEvaluating Training Joan M SerpicoJoan M Serpico Mount LaurelMount Laurel LibraryLibrary Barb Hauck-MahBarb Hauck-Mah Lodi LibraryLodi Library 2. ObjectiveObjective By the end of this lesson, you will be able to evaluate your training 2 3. Lesson ObjectivesLesson Objectives You will be able to Identify 4 levels of evaluation Apply methods for each level Develop an evaluation strategy 3 4. Why evaluate?Why evaluate? 4 5. Why evaluate?Why evaluate? Ensure objectives are achieved Reinforce key program points Assess value of training Identify areas needing improvement Sell program Identify appropriate audience for future 5 6. When to evaluate?When to evaluate? During Training End of Training Back at Job/Home 6 7. Who is involved?Who is involved? Trainer Learners Coworkers Manager 7 8. Training Evaluation ModelTraining Evaluation Model 8 9. Four Levels of Evaluation Reaction Learning Behavior Results 9 (Table 7.1 on p 7-3) (Donald Kirkpatrick, 1959) 10. Training Evaluation ExampleTraining Evaluation Example Downloading eBooks for Library Patrons 10 11. Level 1: Reaction Measures how learners felt Subjective Occurs after training 11 12. Level 1: Reaction Methods Evaluation Form (smile sheet) Examples on p 7-5 and 7-6 Interview 12 13. Online Evaluation Tools Free online survey sites SurveyMonkey, Zoomerang (See Handout) Mobile Apps Social Media 13 14. Level 2: Learning Measures what learners learned (new skills and knowledge) Occurs during or before/after training 14 15. Level 2: Learning Methods Test Observation Interview (Table 7.2 on p 7-7) 15 16. Level 3: Behavior This measures lasting results Occurs after training (3-6 months) 16 17. Level 3: Behavior Methods Observation (during training and after) Checklist Input from learner & coworkers Interview Survey 17 18. Level 4: Results Measures trainings contribution to organizational goals Performed by the organization Not appropriate for all training 18 19. Level 4: Results Methods Input from learner & organization Analysis of pre-post statistics Cost-benefit analysis Impact on goals 19 20. Four Levels of EvaluationFour Levels of Evaluation How Learner Felt about Training Assess New Skills Behavior at Job/Home Impact 20 21. Practice!Practice! Complete worksheet on page 7-9. Compare answers with a partner. Well discuss as a group. 21 22. Apply to your lessonApply to your lesson Take a few minutes Find Levels of Evaluation Worksheet (p 7-10) Choose one evaluation level Jot down some methods for your plan Table 7.1 (p 7-3) and Table 7.2 (p 7-7) 22 23. Group ExerciseGroup Exercise Find a partner Share your evaluation plan Pick one to illustrate Present to group Objective, level, method 23 24. Develop an Evaluation StrategyDevelop an Evaluation Strategy 1) Create a Plan Pick an evaluation level Identify information to be collected Select method 24 25. Develop an Evaluation StrategyDevelop an Evaluation Strategy 2) Collect and Analyze Information Design an instrument to collect data Search online for sample training evaluation forms Decide how to analyze data 25 26. Some Tips on Form DesignSome Tips on Form Design Keep it short Tie questions to objectives Focus on actionable items Mainly closed-end questions Use open-ends to find gaps Make it anonymous 26 27. Develop an Evaluation StrategyDevelop an Evaluation Strategy 3) Present Evaluation Results Highlight lessons learned Present results with recommendations to management 27 28. Evaluation StrategyEvaluation Strategy (summary)(summary) 1) Develop a Plan 2) Collect and Analyze Information 3) Present Evaluation Results 28 29. The training process is aThe training process is a never-ending cyclenever-ending cycle 29 30. Next:Next: Practice TrainingPractice Training 31. Best of Luck with yourBest of Luck with your Presentations!Presentations! Contact Information: Joan Serpico Manager Special Projects, Mount Laurel Library 856-234-7319 x314 Barb Hauck-Mah Director, Lodi Memorial Library 973-365-4044 x7 31


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