The evaluation of the HRD programme is defined as “the systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, value and modification of various instructional activities.”
Objectives of the HRD evaluation programme:
- To examine whether an HRD program is achieving its goals
- To understand the areas where further changes are needed
- To decide an HRD program’s cost-benefit ratio of
- To determine the future participants of the program
- To use the collected data for marketing future programs
- To develop a database for future decisions
Models and Frameworks of
Evaluation
There are many models of evaluation which explain the training evaluation criteria. They are;
|
Models and Frameworks of
Evaluation |
|
|
Models |
Training Evaluation
Criteria |
|
Kirkpatrick (1994) |
Four levels: Reaction,
Learning, Job Behaviour, and Results |
|
Galvin (1983) |
Four levels: Context,
Input, Process and Product |
|
Kraiger, Ford, &
Salas (1993) |
Three Categories of learning
outcomes: Cognitive, skill-based, affective |
|
Holton (1996) |
Five categories of
variables: secondary influences, motivation elements, environmental elements,
outcomes and ability elements |
|
Philips (1996) |
Five levels: reaction
and planned action, learning, applied learning on the job, business results
and return on investment |
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