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ICTD International Centre for Training and Development

Training Needs Assessment & Training Return Measurement Skills

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Description

In today’s competitive business environment, training plays an important role, providing organizations with the necessary human resources to maintain and develop business capacity and so meet their strategic objectives.

Unfortunately, in many cases this appreciation has not been shared by Boardroom members. It is not untypical to hear comments such as:

”If we can afford in, we’ll have it, if not, we can do without it”

Evaluation and measurement are often regarded as synonymous but although the two are linked, they are not the same thing. Measurement is the process of ascribing a numerical value to different aspect of a training event. It is concerned with getting data about the course. Evaluation, on the other hand, is where some form of judgment is made about the course.

Many training programs fail to deliver the expected organizational benefits. Having a well-structured measuring system in place can help you determine where the problem lies. On a positive note, being able to demonstrate a real and significant benefit to your organization from the training you provide can help you gain more resources from important decision-makers.

If training and development is seen as integral to the organization’s business, then evaluation ceases to be an issue in terms of “Should we, shouldn’t we do it”, but instead it becomes a fact of life.

IF THE OUTCOMES OF TRAINING PROVIDE BENEFITS TO ORGANISATIONS, THEIR CONTRIBUTION IS WORTH MEASURING AND EVALUATING IN ORDER THAT TRAINING AND DEVELOPING AS A MANAGEMENT TOOL IS USED IN THE MOST EFFICIENT AND EFFECTIVE WAY.

Trainers and training/personnel departments have tended to foster this attitude, not seeing themselves as business people who have a definite contribution to make to business results.

Evaluation in human resource development is not an activity, which can be bolted-on to a training or development program….

EVALUATION IS AN INTEGRAL PART OF THE TRAINING

PROCESS WHICH ATTEMPTS TO MEASURE AND

DEFINE THE TOTAL TRAINING PACKAGE.

This 5 days program is design participants to learn the various levels of training evaluation methodology, application, techniques and assessment.

The proposal is to train all personnel on the evaluation methods and certify them as trainers with competency in assessing training programs effectively and submit reports.

The key role of the unit is to monitor and implement effective evaluation is carried out in all classified training programs using the 4 level of evaluation processes.

Course Objectives

By the end of the program, participants will be able to:

  • Know the evaluation methodology, contracts of measurement and evaluation.
  • Explain the importance of evaluation
  • Establish what evaluation is and how to implement it successfully.
  • Learn the 4 levels of evaluation methods using the most popular model.
  • Establish for each level methodology of evaluation and its application.
  • Learn the assessment methodology and certify the participant with competency skills and knowledge.
  • Evaluate the training programs undertaken using the methodology learned.
  • Establish the training return measurement (ROI) application tools and techniques

Course Outline

  • Introduction to Evaluation
  • Training definition
  • Learning / Training Objectives
  • The Importance of Training
  • Learning Organization
  • Difference between an Evaluation and measurement
  • Evaluation cycle and it’s methodology
  • Why evaluate and it’s process
  • Guideline for evaluation
  • Exercises
  • Evaluation models and it’s application
  • Selecting the Model for evaluation- 4 Level of Evaluation
  • Level 1 – Evaluation (Reaction)
  • Completed participant feedback questionnaire
  • Informal comments from participants
  • Focus group sessions with participants
  • Design the evaluation format and it’s application
  • Exercise
  • Level 2 – Evaluation (Learning)
  • Pre- and post test scores
  • On-the-job assessments
  • Supervisor reports
  • Review
  • Level 2 – Evaluation (Learning) - continue
  • Design methodology
  • Exercise
  • Application methods
  • Practice
  • Level 3 – Evaluation (Application-Behavior)
  • Complete self-assessment questionnaire
  • On-the-Job observation
  • Reports from customers, peers and participant’s manager
  • Review
  • Level 3 – Evaluation (Application-Behavior) - Continue
  • Design methodology
  • Exercise
  • Application methods
  • Practice
  • Level 4 – Evaluation (ROI-Return on Investment)
  • Assessment and measurement methods
  • Financial reports
  • Quality inspections
  • Interview with Managers
  • Reports and results
  • Review
  • Level 4 – Evaluation (ROI-Return on Investment) – continue
  • Design methodology
  • Exercise
  • Application methods
  • Practice
  • Assessment as Evaluator
  • Introduction to Evaluator
  • Essential duties and responsibilities
  • Competency skills
  • Communication skills
  • Mathematical skills
  • Reasoning skills
  • Other skills and abilities
  • Checklist – what to assess?
  • Summary
  • Individual presentation
  • Action planning and implementation

Course Methodology

A variety of methodologies will be used during the course that includes:

  • (30%) Based on Case Studies
  • (30%) Techniques
  • (30%) Role Play
  • (10%) Concepts
  • Pre-test and Post-test
  • Variety of Learning Methods
  • Lectures
  • Case Studies and Self Questionaires
  • Group Work
  • Discussion
  • Presentation

Who should attend

  • Certify the participants as an Evaluator, at the end of the program and be competent person.
  • Award Competency Certificate for participants by University from USA upon assessment completion.
  • Recognize as a Certified Professional Evaluator.

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