Intro+to+Training+Evaluation

=Introduction to Training Evaluation= http://www.msha.gov/training @http://www.orau.gov/pbm/training.html Training is expensive. Companies spend more than $30 billion on formal training and $180 billion on informal training each year. Yet, according to the ASTD, only 10% of companies surveyed reported evaluating behavior change on the job.

Employee reactions to training events are too frequently relied upon to determine effectiveness.

Training evaluation is the systematic collection of descriptive and judgmental information needed to make effective training decisions. Its goal is not to categorize programs as good or bad. Instead, it is an information gathering process used for the continuous improvement of training.

The goal of most evaluations is to provide "useful feedback" to the stakeholders in the training process. The major goal of evaluation should be to influence decision-making in training program design and delivery through the provision of empiricallydriven feedback.

Typical questions addressed in evaluation:
1. Does training lead to better job performance? 2. Is training worth the money it costs? 3. Does the training target the knowledge skills, and abilities critical to job performance? 4. Does learning occur during training? 5. Does learning transfer to job performance? 6. Does the training result in positive return on investment?