Introduction

The topic of training and evaluation has been, and still is one of the most controversial areas in organisational efficiency. Training costs so much it is not acceptable to say its results cannot be guaranteed in advance and measured. This seminar will show why the big three existing evaluation models don’t work and more importantly will show delegates the new evaluation model and all the tools needed for measurement. Using the new evaluation methodologies will radically improve the efficiency of your training – and save money. It will also show which training provides real added value. Everthing can be measured and your course facilitator will show you how.

Seminar Objectives

At the end of this workshop delegates will be able to:

• Know the limitations of three of the existing models of evaluation and master the use of the 10 step method
• Be able to explain the difference between validation and evaluation and the need for the latter
• Be able to demonstrate the cost of not evaluating training activities
• Produce added value tables which will show which training adds value and which does not
• Use the tools of measurement to measure training effectiveness in the class room and in the work place
• Segment training into priority categories for evaluation
• Practice and be able to use evaluation methods including the costs
• Be able to know how to measure skill, knowledge, behaviour, competency, style, self belief, attitudes and personality

Who Should Attend?

Budget holders for training, HR Professionals, Training Professionals, training co coordinators and any line professional who what’s to see results from training. In addition any one in the organisation who wishes to see how the effectiveness of training can be measured.

Organisational Impact

• The real cost of training is very high – in today’s business world every organisational activity should be measured and its contribution to the business made obvious – evaluation provides the tool for training
• Organisations using theses techniques invariable get more for their training spend
• It provides an efficiency audit trail
• It can provide a basis for how training is funded; punished or rewarded for its results
• It gives managers predictability in times of organisational change
• It provides a clear focus for training effort
• Can you afford not to do this?

Personal Impact

• You will find out that all training can be measured
• You will attain a skill that very few people currently possess
• You will be able to use the latest techniques and models that are proven
• You will be able to produce hard data on training effectiveness and individual application
• You will be able two processes critical to the evaluation cycle
• This is a practical, hands on workshop

This workshop offers the key for the “how to do it” of training evaluation. Delegates returning from this workshop will have received the skills and knowledge to enable them to become competent in this specialist area of evaluation. It will be practical –allowing delegates to learn from practice and supplied live case studies.

Training Methodology

Our workshop leader is an acknowledged world expert in this area, the author of two books on this specialised subject. Case studies, video, group exercise, worked examples will all be used in a relaxed and enjoyable learning environment. The practical nature of the course will enable engaged participants to prove the evaluation and added value of attending this seminar. Delegates will each prepare a presentation on evaluation during the programme for the dissemination of information upon return to the work place. The presentations will be reviewed by the workshop leader.

Seminar Outline

DAY 1 - Understanding the Difference between Evaluation and Validation

• Understanding Evaluation and the significant difference over validation and the difference between ROI and added value– group exercise
• Current models explained, Kirkpatrick, CIRO and IES
• Understanding the process of evaluation and its position in the training cycle – case study
• Review of day six

DAY 2 - Using the 10 step process to evaluate training

• How to use the 10 step process to produce training evaluation
• Methods of measuring training – practical demonstrations to cover skill, knowledge, behaviour, competency, style, self belief, attitudes and personality
• How to cost out training, getting to grip with unit costs and deciding what parameters should be used for measurement
• Practical exercise on a case study – putting theory into practice
• Day seven review

DAY 3 - Practical examples of the evaluation of training

• Case Study One – computer keyboard skills – group exercise and presentation
• Case Study Two – Telephone skills training – group exercise and presentation
• Case Study Three – creating self empowered teams and organisational change – group exercise and presentation
• Review of progress to date and group quiz

DAY 4 - Applying a process approach to evaluation

• What would improve training effectiveness, pedagogical v andragogical methods – training duration – incentives and the role and positioning of testing
• Management accountability for training implementation –competencies and the impact of evaluation
• Accountability of training department to guarantee and produce results
• Should all training be subjected to evaluation?
• End of day review

DAY 5 - Applying evaluation back in the work place

• Group quiz
• Dealing with variance and uncertainty during evaluation
• What to do with poor performers Presentations of back at work plans
• End of course certification and validation

Oxford Management Centre
John Eccles House
Robert Robinson Ave
Oxford Science Park
Oxford
OX4 4GP
United Kingdom

Tel: +44 1865 338088

Fax: +44 1865 338100

email info@oxford-management.com