Post-Training Evaluation and Measurements of Effectiveness

This is one of the biggest challenges faced by the trainers. I am starting this discussion to note and gather your experiences in evaluating training effectiveness. You all are requested to share if you have used any of the models and how successful you were in accomplishing it and also challenges faced.

Key Objectives for Evaluation of Training Effectiveness:
1. To decide whether to continue offering a particular training program
2. To improve future programs
3. To validate your existence and job as a training professional

The indicators of Training effectiveness could be many, some of the below listed are indicatives:
1. Better production levels
2. Improved quality, lower wastages, failures, non-conformities, higher quality rating
3. Staff turnover and attrition rates
4. Lower costs
5. Higher sales
7. Increased turnover and growth, higher return on investment
6. Higher customer satisfaction or lesser customer complaints

The most popular models of Evaluation of Training Evaluations are listed below:
1. Kirkpatrick's Four Levels of Training Evaluation
2. Jack Phillips' Five Level ROI Model
3. Daniel Stufflebeam's CIPP Model (Context, Input, Process, Product)
4. Robert Stake's Responsive Evaluation Model
5. Robert Stake's Congruence-Contingency Model
6. Kaufman's Five Levels of Evaluation
7. CIRO (Context, Input, Reaction, Outcome)
8. PERT (Program Evaluation and Review Technique)
9. Alkins' UCLA Model
10. Michael Scriven's Goal-Free Evaluation Approach
11. Provus's Discrepancy Model
12. Eisner's Connoisseurship Evaluation Models
13. Illuminative Evaluation Model
14. Portraiture Model

Post-Training Evaluation and Measurements of Effectiveness

This is one of the biggest challenges faced by the trainers. I am starting this discussion to note and gather your experiences in evaluating training effectiveness. You all are requested to share if you have used any of the models and how successful you were in accomplishing it and also challenges faced.

Key Objectives for Evaluation of Training Effectiveness:
1. To decide whether to continue offering a particular training program
2. To improve future programs
3. To validate your existence and job as a training professional

The indicators of Training effectiveness could be many, some of the below listed are indicatives:
1. Better production levels
2. Improved quality, lower wastages, failures, non-conformities, higher quality rating
3. Staff turnover and attrition rates
4. Lower costs
5. Higher sales
7. Increased turnover and growth, higher return on investment
6. Higher customer satisfaction or lesser customer complaints

The most popular models of Evaluation of Training Evaluations are listed below:
1. Kirkpatrick's Four Levels of Training Evaluation
2. Jack Phillips' Five Level ROI Model
3. Daniel Stufflebeam's CIPP Model (Context, Input, Process, Product)
4. Robert Stake's Responsive Evaluation Model
5. Robert Stake's Congruence-Contingency Model
6. Kaufman's Five Levels of Evaluation
7. CIRO (Context, Input, Reaction, Outcome)
8. PERT (Program Evaluation and Review Technique)
9. Alkins' UCLA Model
10. Michael Scriven's Goal-Free Evaluation Approach
11. Provus's Discrepancy Model
12. Eisner's Connoisseurship Evaluation Models
13. Illuminative Evaluation Model
14. Portraiture Model