Effective Training Systems: Assessment and Evaluation Techniques
Introduction
This program is designed for **training directors and managers, training and development specialists, coordinators, needs assessment analysts, instructional designers, and training program evaluators**. It is also highly beneficial for individuals in **leadership and support roles** within the training function who wish to build solid expertise in identifying training needs, analyzing data, and evaluating training outcomes.
Objectives
By the end of this course, participants will be able to:
* Use appropriate methods to **identify training needs**.
* Analyze and sort data from a **Training Needs Assessment (TNA)**.
* Define various **evaluation levels** and write **Instructional Learning Objectives (ILOs)** targeting each level.
* Select the most suitable **data collection methods and instruments** for each evaluation level.
* Apply strategies to **improve the transfer of skills** from training to the workplace.
* Calculate **training program costs** and determine their **Return on Investment (ROI)**.
Organizational Benefits
* A structured approach to **align training initiatives with organizational goals**.
* Ability to **measure training impact** and link it to business performance.
* Enhanced **decision-making on training budgets and investments** through ROI analysis.
* Improved **employee performance and skill transfer** to the workplace.
Personal Benefits
* Gain **practical expertise** in conducting Training Needs Assessments (TNA).
* Master the use of **evaluation models and frameworks** to assess program effectiveness.
* Build confidence in writing **clear and measurable learning objectives**.
* Learn to **collect, analyze, and present data** in ways that influence decisions.
* Strengthen credibility as a **strategic learning and development professional**.
Who Should Attend
* Training Directors and Managers
* Training and Development Specialists and Coordinators
* Instructional Designers
* HR and Learning Analysts
* Evaluators of Training Programs
* Leaders responsible for **supporting or overseeing the training function**
Training Methodology
This course uses a **blended learning approach**, combining:
* **Interactive lectures** to introduce frameworks and concepts.
* **Group activities and workshops** for practical application.
* **Case studies** to practice analysis and evaluation.
* **Hands-on exercises** with data collection and reporting tools.
* **ROI calculations** through real-life scenarios.
Course Content
Day One – The General Framework
* Why Identify Needs?
* The Training Needs Assessment (TNA) Process
* Present and Future Indicators of Training Needs
Day Two – ITN: Whose Responsibility Is It?
* The Style Inventory
* Identifying Potential Internal Training Resources and Subject Matter Experts (SMEs): Group Activity
Day Three – Methods for Identifying Training Needs
* The Four Steps of Needs Assessment
* Questions to Ask during Each Phase
* Data Collection Template
Day Four – Data Gathering: The Cornerstone for ITN
* Quantitative and Qualitative Methods
* From Interviews to Focus Groups
* Comparison of Primary Data Gathering Methods: Characteristics, Advantages, and Disadvantages
Day Five – Analyzing and Sorting the Data
* Content Analysis of Qualitative Data
* A Practical Example of Qualitative Data Analysis
Day Six – Linking Training Needs with Program Design and Evaluation
* Significance of Learning Objectives
* Components and Characteristics of Learning Objectives
* Writing Learning Objectives
* Ten Lessons on How to Evaluate Training
* Levels of Evaluation: Definitions, Chain of Impact, and Characteristics
* ROI Overview and Evaluation Matrix
Day Seven – Evaluation Instruments and Collecting Post-Program Data
* Methods to Collect Post-Program Data
* Selecting the Right Data Collection Method
Day Eight – Evaluation at Levels I and II
* Reaction Sheets: Characteristics and Use
* Assessments: Pre-Tests and Post-Tests
Day Nine – Evaluation at Level III: Skill Transfer
* What So Often Happens vs. What Should Happen after Training
* Barriers to Skill Transfer
* Ways to Improve Transfer of Skills
* Responsibility for Improving Skills Transfer
* Methods to Measure Transfer of Learning to the Job
Day Ten – ROI and Measuring Impact
* Converting Data to Monetary Value
* Hard Data vs. Soft Data: Characteristics and Use
* Isolating the Effects of Training
* Tabulating Program Cost
* Practical Case Study on ROI Calculation
Enquiries and Registration
Enquiry at : admin@keleaders.com
Whatsapp: 0044 790 125 9494
For more details visit our website : www.keleaders.com
