培训效果评估(文)-36页.pptVIP

Measure Training Results Some Concepts Some experiences Some lessons Frank Cao Lucent Technologies fcao@ 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 How to evaluate? Questionnaires Interview Focus Group Phone survey Level One: Reaction Questionnaire: scales Excellent Well Fair Poor Excellent Very Good Good Fair Poor Strongly Agree Disagree 7 6 5 4 3 2 1 High Low 10 9 8 7 6 5 4 3 2 1 Level One: Reaction Advantages Easy to execute Participants are free Some relationship to on job performance Issues Purely subjective Halo effect (smile sheet) Horn effect Central tendency Time pressure Level One: Reaction Tip 1: highlight purpose, solicit cooperation To determine the degree that the seminar met your needs, we would like you to give us your h