1. Kirkpatrick’s Evaluating Training programs
Instructors: Dr. Thomas Reio
Markease Doe MS AE & HRD

2. 10 Step Process Determining needs Setting objectives
Determining Subject content
Selecting participants
Determining the best schedule
Selecting appropriate facilities
Selecting appropriate instructors
Selecting and preparing audiovisual aids
Coordinating the program
Evaluating the program

3. Determining Needs Ask the participants.
Ask the bosses of the participants.
Ask others who are familiar with the job and how it is being performed, including subordinates, peers, and customers.
Test the participants.
Analyze performance appraisal forms.

4. Determining Need

5. Tabulating the score 1st column – of great need = weight of 2
2nd column- of some need =
weight of 1
3rd column- of no need =
weight of 0

6. Using an Advisory committee
What is an advisory committee?
The benefits of an advisory committee.
A committee formed of mangers from different departments and levels of the organization used to determine the final decision on the priority of the subjects to be offered.
4 Purposes
Helps to determine subject content for training programs.
Informs committee members of the efforts of the training department to provide practical help.
Provides empathy regarding the needs seen by their subordinates.
Stimulates support of the program by involving them in the planning.

7. Ways to determine need Surveys Interviews Tests & Inventories
Weighted scores
&
Advisory committees
Stakeholders on all levels of the organization.
Remember to: remove emotional bias from answers provided by stakeholders in effort to remain objective.
Determine the skills, knowledge and attitudes that supervisor should have and develop the subject content accordingly. Afterwards, develop a test that measures these variables.
Purchase a standardized instrument that relates closely to the subject being taught.
Kirkpatrick offers such tests

8. Setting Objectives
Objectives should be set for three different aspects of the program and in the following order:
1. What results are we trying to accomplish? These results can be stated in such terms as production, quality, turnover, absenteeism, morale, sales, profits, and return on investment (ROI).
2. What behaviors are needed to accomplish these desired results?
3. What knowledge, skills, and attitudes are necessary to achieve the desired behaviors?
Diversity training is an example of a program whose objective is to change attitudes.

9. Determining Needs + setting objectives = Determining Subject Content
Ask yourself 1 question.
What topics should be presented to meet the needs and accomplish the objectives ?
The answer establishes the topic to be covered.
Some modifications may be needed because of :
The qualifications of the trainer presenting & the training budget.

10. Selecting Participants
When selecting participants for a program, four decisions need to be made:
1. Who can benefit from training?
(All levels of management can benefit from training, although some benefit more than others)
2. What programs are required by law or by government edict (order or decree)?
3. Should the training be voluntary or compulsory?
(recommended compulsory)
4. Should the participants be segregated by level in the organization, or should two or more levels be included in the same class?
(depends on the climate and the rapport built between levels)

11. Determining the best Schedule
Consider 3 factors
The Trainees
Their Bosses
The best conditions for learning
Think about a block of training (a week or weeks) or ongoing training over a period of time in smaller intervals .

12. Selecting: facilities, Instructors, audiovisual Aids
Appropriate Facilities
Appropriate Instructors
Audiovisual Aids
Should be comfortable & convenient
Avoid Negatives like:
Too small rooms
Uncomfortable furniture
Noise & other distractions
Inconvenience
Long distances to the training room
Uncomfortable temperatures
Look for qualifications that include:
Knowledge of the subject
Desire to teach
Ability to communicate
Skilled to engage others in participation
Serve two purposes:
To help the leader maintain interest
To communicate
* Also to attract interest & entertain
Please make sure you review the content 1st.

13. Coordinating the program
Can either be a great experience or bad one. Which one leads to a great experience?
Having full control over the coordination and events during the training processes Or
Allowing someone else to control the coordination

14. Evaluating the Program

15. Reasons for Evaluating
3 Specifics Reasons
To justify the existence and budget of the training department by showing how it contributes to the organization’s objective and goals.
To decide whether to continue or discontinue training programs.
To gain information on how to improve future training programs.

16. 8 Factors to Consider (recap)
Reasons for Evaluating
To what extent does the subject content meet the needs of those attending?
Is the leader the one best qualified to teach?
Does the leader use the most effective methods for maintaining interest and teaching the desired attitudes, knowledge, and skills?
Are the facilities satisfactory?
Is the schedule appropriate for the participants?
Are the aids effective in improving communication and maintaining interest?
Was the coordination of the program satisfactory?
What else can be done to improve the program?

17. Smile Sheets effective or ineffective

18. The Four levels A sequence of ways to evaluate
Enjoy this short Video