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First, after it has been worked evaluate the employee before the training and knowledge of the weaknesses are his candidacy certain training cycle by the needs employee based training department to follow up the employee after the end of the training, and make sure the impact of job training and how to take advantage of it and it is measured Macs entrusted to him before training and after training and for achievement
Because of its appropriateness to the business setting, the evaluation model that emerged from the work of Dr. Donald Kirkpatrick and Dr. Jack Phillips has become the most credible and most widely used training and HRD evaluation methodology in the world. In particular, the Phillips ROI Methodology offers a practical way to forecast the potential payoff—return on investment (ROI)—of a proposed training or human resources development initiative before funds are committed.
The formula for ROI is:
ROI =[(Total Program Benefits – Total Program Costs)/ Total Program Costs]x100%
or,
ROI =[Net Program Benefits/Total Program Costs]x100%
The Phillips model measures training outcomes at five levels
1. Reaction, Satisfaction, & Planned Action - Measures participant reaction to and satisfaction with the training program and participant’s plans for action
2. Learning - Measures skills and knowledge gains
3. Application and Implementation - Measures changes in on-the-job application, behavior change, and implementation.
4. Business Impact - Measures business impact
5. Return on Investment (ROI) - Compares the monetary value of the business outcomes with the costs of the training program
Self training assessment sheet.
Participant feedback.
Development in work station.
Improvement of skills and professional performance.
1. Measure as per indicators.
2. Measure participant feedback.
3. Measure post training evaluation.
4. Measure outcome of the training.
5. Measure impact assessment.
