Gain practical knowledge for creating an effective evaluation strategy for any training program or training initiative.
According to Trainingmag.com, on average, companies spend about $1000 per year on training per employee. That is a lot of money. Given the financial implications and increasing complexities that a wide range of organizations and professionals are facing to address operational issues, training professionals must learn how to develop and imple-ment more effective training programs. There are several strategies that can be applied to evaluate training pro-grams. Arguably, the most widely used model for the evaluation of training and learning is Donald Kirkpatrick’s four levels of evaluation: reaction, learning, behavior and results. According to this model, evaluation should always begin with level one, and then, as time and budget allows, should move subsequently through levels two, three and four.
This topic will include understanding the four-level model and how to apply it. It will also provide practical guidance for creating an effective evaluation strategy for any training program or training initiative.
Learning Objectives
- You will be able to define effective training evaluation processes.
- You will be able to describe the organizational value of your work as a training professional.
- You will be able to discuss the reasons to evaluate training programs.
- You will be able to explain the four levels of evaluation.
Agenda
Training and Evaluation Principles
- Instructional Systems Design Model (ISD) - ADDIE
- Why Train?
- Positive Training Philosophy
- Obstacles
- Why Evaluate?
Planning a Training Evaluation
- Methodologies for Evaluation
- Evaluation Objectives
Kirkpatrick’s Four Level Model
- Reaction
- Learning
- Behavior
- Results
Evaluation Methods and Tools
- Evaluation Forms
- Keys to Success
Case Study - Service Over and Above the Rest (SORE)
- Key Service Style Components
- Participant Reaction Survey
- Training Team Recommendations
Speakers
Larry Hammond, Sr.,
V1H Consulting- Principal with V1H Consulting
- Through his workshops, strategy sessions and keynote addresses, he focuses on helping organizations that are stuck in the way it has always been done, thinking without ever achieving true satisfaction, to transform
- By producing an organizational culture that creates a contagious leadership environment, he helps them to achieve maximum performance, increase employee retention, and heightened employee engagement
- More than 20 years of senior leadership, coaching, training and development experience
- Mentor in business, marketing, sales, human resources, entrepreneurship and leadership in public agencies and community organizations
- Facilitated management and employee feedback sessions
- Coaches leaders and managers in public and private industry around team building and culture development
- Developed, delivered and evaluated a variety of training seminars, including, customer service, change management, strategic planning leadership development and public speaking
- Provided leadership training to Leadership Pasadena, a leadership program that empowers, inspires and connects leaders who strengthen a diverse community
- Designed, developed and delivered management and leadership programs for managers in the public, private and nonprofit sectors that helped clients improve employee and organizational performance
- Certified in Managing Organizational Change (MOC)
- 34 Strong Certified Strengths Coach
- Master’s degree in public administration, The Tseng College -Graduate, international, at California State University, Northridge; B.S. degree, Clark Atlanta University, Atlanta, GA; also completed graduate courses in public administration from Catholic University, Washington, D.C. and in information technology, University of the District of Columbia
- Can be contacted at 626-379-4108 or info@v1hconsulting.com
Who Should Attend
This live webinar is designed for human resource managers, training managers, presidents, vice presidents, business owners and managers, and payroll professionals.
