Training program is not complete until we measure its effectiveness and decided if the trainees were able to reach their training goals. To measure the effectiveness we need to perform the Evaluation phase which includes getting ongoing training feedback from the Trainee, trainer and learner's supervisor, to improve the quality of the training and identify if there is any improvement needed.
We look at Evaluation from four different levels listed below.
1.Reaction - What does the Trainee feel about the training?
2.Learning - What Role based knowledge did the Trainee gain?
3.Behaviors - What skills did the Trainee develop and what new information is the Trainee using on the job?
4. Effectiveness – How effective was the training in helping the trainees to transition into real job environment. Analyze the end results - Did the Trainee apply the new skills to the necessary tasks in his new job role? and if so, what results were achieved?
Although evaluating results and effectiveness, is the most desired result from training, it's usually the most difficult one to accomplish. Evaluating effectiveness often involves the use of key performance measures , measures that could be easily seen, for an instance : faster placements or career change after the training is completed. Other metrics could be trainee’s higher rating on satisfaction by survey questionnaires . . The information gathered from all the survey and documents is then incorporated in the next cycle of training to see measurable changes in the effectiveness of training.