Training &
Development
[13
thMeeting]
REFRESH YOUR MIND
Sebutkan 3 hambatan yang mungkin terjadi ketika anda ditunjuk sebagai trainer untuk
acara "pelatihan persiapan purna bakti (pensiun) bagi
karyawan" di perusahaan
Last Topic: Strategic Training & ADDIE Do you remember?
Analysis Design
Development Implementation Evaluation
P REVIOUS
TOPIC
T RANING
EVALUATION
What do you know about this?
○ Training evaluation refers to the process of collecting the outcomes needed to determine whether training is effective
○ Training effectiveness refers to the benefits that the company and the trainees receive from training.
○ Benefits for trainees may include learning new skills or behaviors.
○ Benefits for the company may include increased sales and more satisfied customers.
TRAINING EVALUATION
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1. To identify the program’s strengths and weaknesses.
2. To assess whether the content, organization, and administration of the program—including the schedule, accommodations, trainers, and materials—
contribute to learning and the use of training content on the job.
3. To identify which trainees benefit most or least from the program.
4. To assist in marketing programs through the collection of information from participants about whether they would recommend the program to others, why they attended the program, and their level of satisfaction with the program.
5. To determine the financial benefits and costs of the program.
6. To compare the costs and benefits of training versus non training investments.
7. To compare the costs and benefits of different training programs to choose the best program.
WHY EVALUATE TRAINING?
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K IRKPATRICK EVALUATION
METHOD
One well known method to evaluate training effectiveness
KIRKPATRICK METHOD
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Level IV Business Impact
Level III Behavior Application
Level II Learning
Level I Reaction
Evaluate training in business scope, improvements in profit/ customer satisfaction
Tools:
Defenition:
1. KPI
achievements 2. FGD
Evaluate training
implementation in the work place/ task completion Evaluate trainee
comprehension of training material
Evaluate trainee satisfaction of the program, including the facilities, trainers, and content.
1. Observation in work 2. Interview
3. Action Plan 1. Pre test vs Post test 2. Role play
3. Case study 1. Questionnaire form 2. Trainee’s feedback
LEVEL I : REACTION (1)
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○ Reaction outcomes are often referred to as a measure of “creature comfort.” They are often called class or instructor evaluations.
○ It is answer the question : Did the trainee like it?
○ Reaction outcomes are typically collected via a questionnaire completed by trainees.
LEVEL I : REACTION (2)
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A reaction measure should include questions related to:
○ Trainee’s satisfaction with the instructor
○ Training materials
○ Training administration
○ The clarity of course objectives and usefulness of the training content.
LEVEL I : REACTION (3)
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EXAMPLE OF QUESTIONNAIRE
INTERMISSION
WID: How can we provide “comfort” to trainee?
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LEVEL II : LEARNING (1)
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○ Learning outcome means cognitive outcomes that measure what knowledge trainees learned in the program.
○ It is answer the question : What did they learn?
○ Learning outcomes are typically collected via a pre and post test method.
1. Use paper & pencil test to measure knowledge and behavior
2. Use technical practice/ job simulation to measure ability and skill
LEVEL II : LEARNING (2)
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○ Example of question in pre and post test for behavior
WRITE IT DOWN
1.
How can we prove trainee has learned the training materials?
2.
Write 5 question of level 1 training evaluation !
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“
“Mistake might not gives you answer
But they give you question for greater answer”
UNKNOWN
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