培p训效果评估英文版.pptVIP

* Level Four:Results Advantages Ultimate purpose Issues Time consuming Expertise scarcity Cooperation from Management Multiple “cause-effect” * Level Four:Results Tip 1: Select programs that other causes are stable Quality training - error rate Safety training - accident rate Sales training - revenue growth rate/order lose rate * Level Four:Results Tip 2: Use a control group if practical Tip 3: Allow time for possible results to take place * Example: Retention Skills * Example: EMS Project Shop Reengineering Cost Reduction Improve Customer Service Process Order Entry via Configuration System China CBU AR Improvement * ASTD 1997 Study 三茅活动平台 HR的借力成长通道：/ * Measure Training Results Some Concepts Some experiences Some lessons Frank Cao Lucent Technologies fcao@ 三茅活动平台 HR的借力成长通道：/ * Training Process Needs Analysis Design Delivery Evaluation * Four Evaluation Levels Reaction How do participants feel about the program? Learning To what extent did the participants increase knowledge, improve skills, and/or change attitude? Behavior To what extent did their job behavior change? Results What final results occurred? (Quantity, quality, safety, sales, costs, profits, ROI) * Level One: Reaction What is evaluated? Content Trainer Methodology Material Facilities Logistics Registration * Example Questions Probability you will use ideas from this session in your work Content relevance to my job Practical examples and experience Speaker’s knowledge of subject area Speaker’s presentation/facilitation skills Speaker’s ability to respond to questions Group participation * Level One: Reaction What is evaluated? Overall * Example Questions What did you like most about the program? What did you like least about the program? In what ways could this program be improved? Would you recommend this course to others who are interested in the subject? Which of the following features were important in your decision to attend? Rank in order of importance) * Level One: Reaction