Evaluating Training: From Reaction to ROI
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Program Objectives: By the end of the program, participants will be able to: - Define the purpose of evaluation at each of the four established evaluation levels.
- Write comprehensive instructional learning objectives and link them to the different evaluation levels.
- Select appropriate data collection methods for each of the evaluation levels.
- List ways to improve transfer of skills from the workshop to the workplace.
- Calculate training programs costs, calculate their return on investment and identify the intangible benefits derived from training and development programs.
This Program is designed for: Training directors and managers, as well as training and development specialists and coordinators. Needs assessment analysts, instructional designers, evaluators of training programs, and individuals in a leadership and support role for the training function will also benefit from this program. This program is worth 25 NASBA CPEs. Program Fees: Per participant - USD 3700
Frequent nomination - USD 3330
(including coffee breaks and a buffet lunch daily)
One extra free place for every 2 paid nominees on the same program and dates
Discount Plans, Refunds & Cancellations Policy
Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time. Program Outline: | The Training Cycle - Evaluation in Context
- Why Evaluate?
- How to Evaluate Training
- Evaluation Levels
- Characteristics of Evaluation Levels
- The Return On Investment (ROI) Model
Linking Training Results with Objectives - Rules and Guidelines for Writing Instructional Learning Objectives
- Linking Needs Assessment with Evaluation Levels
- Developing Objectives for Evaluation Levels III and IV
Evaluation Instruments - Characteristics of Effective Evaluation Instruments
- Collecting Post Program Data
- Factors to Consider When Selecting Data Collection Methods
Evaluation at Levels I and II - The Reaction Sheet
- Design of the Reaction Sheet
- The Test; Post Training Activity
| | Evaluation at Level III - Skill Transfer: From the Workshop to the Workplace - What Usually Happens After Training
- What Must Happen After Training
- Skills Transfer Defined
- Barriers to Skill Transfer
- Ways to Improve Transfer of Skills
- Isolating the Effects of Training: The Heart of the ROI Model
- Ways to Isolate the Effects of Training
Converting Data to Monetary Value and Calculating the Return on Investment (Levels IV and V) - Hard and Soft Data
- Characteristics of Hard Data
- Examples of Hard Data
- Characteristics and Examples of Soft Data
- How to Convert Data to Monetary Value
- Tabulating Costs
The ROI Myths - Dispelling the Myths
- Cautions When Using ROI
| Pre-requisites None
Delivery Type Group-Live | Related Programs |
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