flash動畫夕陽下的大雁

培訓(xùn)效果評估方法培訓(xùn)講義培訓(xùn)效果評估方法培訓(xùn)講義TrainingProcess NeedsAnalysisDesignDeliveryEvaluationTrainingProcess NeedsAnalysiFourEvaluationLevelsReactionHowdoparticipantsfeelabouttheprogram?LearningTowhatextentdidtheparticipantsincreaseknowledge,improveskills,and/orchangeattitude?BehaviorTowhatextentdidtheirjobbehaviorchange?ResultsWhatfinalresultsoccurred?(Quantity,quality,safety,sales,costs,profits,ROI)FourEvaluationLevelsReactionLevelOne:ReactionWhatisevaluated?ContentTrainerMethodologyMaterialFacilitiesLogisticsRegistrationLevelOne:ReactionWhatisevaExampleQuestionsProbabilityyouwilluseideasfromthissessioninyourworkContentrelevancetomyjobPracticalexamplesandexperienceSpeaker’sknowledgeofsubjectareaSpeaker’spresentation/facilitationskillsSpeaker’sabilitytorespondtoquestionsGroupparticipationExampleQuestionsProbabilityyLevelOne:ReactionWhatisevaluated?OverallLevelOne:ReactionWhatisevaExampleQuestionsWhatdidyoulikemostabouttheprogram?Whatdidyoulikeleastabouttheprogram?Inwhatwayscouldthisprogrambeimproved?Wouldyourecommendthiscoursetootherswhoareinterestedinthesubject?Whichofthefollowingfeatureswereimportantinyourdecisiontoattend?Rankinorderofimportance)ExampleQuestionsWhatdidyouLevelOne:ReactionHowtoevaluate?QuestionnairesInterviewFocusGroupPhonesurveyLevelOne:ReactionHowtoevalLevelOne:ReactionQuestionnaire:scalesExcellent Well Fair PoorExcellent VeryGood Good Fair PoorStronglyAgree Disagree76543 21High Low 10 98 76 543 21

LevelOne:ReactionQuestionnaiLevelOne:ReactionAdvantagesEasytoexecuteParticipantsarefreeSomerelationshiptoonjobperformance IssuesPurelysubjectiveHaloeffect(smilesheet)HorneffectCentraltendencyTimepressureLevelOne:ReactionAdvantagesILevelOne:ReactionTip1:highlightpurpose,solicitcooperationTodeterminethedegreethattheseminarmetyourneeds,wewouldlikeyoutogiveusyourhonestopinion…Tomakeourfuturesessionsasmeaningfulaspossible,wewouldappreciateyourcandidevaluationofthisprogram.Yourcommentswillbeusedtoimprovefutureofferingsofthisseminar.LevelOne:ReactionTip1:highLevelOne:ReactionTip2:EncouragecommentsCommentsaremoreaccuratethanscoresTip3:Setupbaselinescores

Historicaldata Benchmarkingdata Pilotgroupdata(Formativeevaluation)Tip4:Combinequestionnaires,interviews,focusgroupsTip5:instantfeedbackformultisubjectcoursesLevelOne:ReactionTip2:EncoLevelTwo:LearningHowtoevaluate?TestDemonstrationPresentationDiscussionRolePlayLevelTwo:LearningHowtoevalLevelTwo:LearningAdvantagesPressuretoparticipantsPressuretotrainerFirststeptochangebehavior IssuesTensionReliabilityCreditabilityDifficultyDifferentiationNotthebestindicatorforonjobchangeLevelTwo:LearningAdvantagesILevelTwo:LearningTip1:FullyutilizetestTestisgoodtoevaluateknowledgebasedtrainingFunctionalskillsNewEmployeeOrientationSupervisorABCBeseriousabouttestresultofformaltrainingInstantselfscoringandsymbolicincentiveforinformaltrainingReliability,Creditability,DifficultyandDifferentiationSetupbaselineFinalscorevs.gainLevelTwo:LearningTip1:Fullflash動畫夕陽下的大雁LevelTwo:LearningTip2:SetuprulesinadvancefordemonstrationandpresentationTopicTimeCriteriatoevaluateEvaluatorsarekeysuccessfactorTip3:Peopledon’tspeakmightbebestlearnerTip4:PeoplegoodatroleplaymightnotbegoodlearnerLevelTwo:LearningTip2:SetExample:ManagementSkillsParticipantsselected3topicsfrom11TopicrequirementTimeandassessorsPracticeRightbeforethestage…...ParticipantsknewthetopicAssessorsinteractedwithandprovidedfeedbacktoparticipantsExample:ManagementSkillsPartiExample:LeadershipStyle Describeasituationwhenyouusedwhatyoulearnedaboutleadershipstylestoimprovetheeffectivenessofarelationship.Besuretocover:WhatmotivatedyoutoexaminethestyledifferenceWhatdidyoufindandhowWhatdidyoudotoflexyourstyleWhatweretheresultsExample:LeadershipStyleExample:PerformanceAppraisalExample:PerformanceAppraisalLevelThree:BehaviorHowtoevaluate?ObservationPerformanceAppraisalInformationSupervisorfeedback(oralorwritten)Customerfeedback(oralorwritten)Employeefeedback(oralorwritten)LevelThree:BehaviorHowtoevLevelThree:BehaviorAdvantagesDirectpurposeoftrainingRecognizedbysupervisorandmanagementteamIssuesTimeconsumingExpertisescarcityCooperationfromsupervisor/customerMultiple“cause-effect”LevelThree:BehaviorAdvantageLevelThree:BehaviorTip1:SelectprogramcarefullyBehaviorbasedCompanybehaviorProfessionalskillsManagerialskillsCustomerservice(smile,response)Trainer’scooperation

Trainer’sexpertiseinevaluationDocumentsreadybeforetrainingLevelThree:BehaviorTip1:SeLevelThree:BehaviorTip2:EvaluationtimeinaccordancewithskillspracticeTip3:Supervisor’scooperationiskeysuccessfactorCommitmentwhenregisterMutualbenefitBriefthekeypointsLevelThree:BehaviorTip2:EvLevelThree:BehaviorTip4:“Takeadvantage”ofvendorKeybehavioridentificationQuestionnairesdesignTimeResultanalysisLevelThree:BehaviorTip4:“TExample:TimeManagementExample:TimeManagementTOT:TransferofTrainingOnly%ofclassroomlearningwastransferredtowork!ThetransfermustbePLANNED!TOT:TransferofTrainingOnlyTOT:TransferofTrainingA.Beforetaking…,couldyou…?B.Canyoucurrently…?C.Howoftenareyouapplying…onyourjob

TOToccurredifAisNBisYCis>=1Y NY N012345

TOT:TransferofTrainingA.BeTOT:TransferofTrainingA:“Y”/All-PriorKnowledgeRateB:“N”/All-IncomprehensionRateC:“0”/All-DisconnectRateTOTRateAcceptableRate 0-66% 0-33% 0-33%Low Mid High0-33% 34-66% 67-100%TOT:TransferofTrainingAccepLevelFour:ResultsHowtoevaluate?QuantityQualitySafetySalesCostsProfitsROILevelFour:ResultsHowtoevaluLevelFour:ResultsAdvantagesUltimatepurposeIssue