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TrainHRLearning is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

Evaluating the effectiveness of training programs is essential for organizations to ensure they are achieving their desired outcomes and maximizing the return on investment in learning initiatives.

This webinar is designed to equip you with practical strategies and techniques to evaluate training program effectiveness at multiple levels. Through interactive discussions, examples, and exercises, you’ll learn the “standard” five evaluation approaches that provide measurable insights into the impact of your training programs.

Learning Objectives: Level 1 Evaluations: By collecting insights on program design, delivery, and relevance, you’ll be able to make informed decisions for improvement. We’ll start by learning how to design effective Level 1 evaluations, also known as reaction evaluations.

Level 2 Evaluations: Level 2 evaluations assess the learners' knowledge and comprehension of the training content. We’ll look at methods for designing quizzes, knowledge checks, and assessments that align with training objectives and prove understanding of the material.

Level 3 Evaluations: To determine the effectiveness of training in real-world settings, Level 3 evaluations are required. These are also known as behavior evaluations. We’ll look at methods such as observation, performance assessments, and job simulations to measure the transfer of learning from the training environment to practical workplace scenarios.

Level 4 Evaluations: Level 4 evaluations assess the impact of training on organizational outcomes. By identifying and tracking relevant metrics - such as increased sales or reduced turnover - you’ll will be able to demonstrate the tangible effects of training programs on the organization.

Level 5 Evaluations: Level 5 evaluations examine the return on investment (ROI) of training initiatives. We’ll briefly look at how to calculate and communicate the ROI of workplace learning by considering factors such as training costs, performance improvements, and organizational benefits. These insights will help you to demonstrate the value of your training to key stakeholders.

By the end of this webinar, participants will have gained a comprehensive understanding of evaluating training program effectiveness at various levels. They will be equipped with practical tools and techniques to assess learner reactions, knowledge acquisition, on-the-job performance, organizational impact, and return on investment.

Why should you Attend: When training evaluation is done- which isn't often - it typically is a multiple-choice survey that asks participants questions such as Was your facilitator knowledgeable about the topic? Will you be able to use this information back on the job? Was the workbook laid out in an easy-to-understand format? and more.

These kinds of surveys - derisively referred to as smile sheets - ask too many questions, covering too many topics, and don't provide enough information for the trainer or the instructional designer to understand what resonates with the learner or where they might be struggling.

In this webinar we'll look at five ways that you can evaluate the results of your training programs, including designing better smile sheets. Each evaluation method will help you to determine what your employees have learned, how they will use what they've learned on the job, and how their increased performance will benefit the organization.

By being able to prove the value of employee training, training and HR departments are able to secure funding and prove their worth to the organization.

Areas Covered in the Session:

• Level 1 Evaluations: asking the right questions, immediately after the training program, to aid in decisions for improvement
• Level 2 Evaluations: how to design quizzes and knowledge checks that prove the learner has learned
• Level 3 Evaluations: how to check for performance on the job to prove transfer of learning from classroom to on-the-job
• Level 4 Evaluations: designing metrics that determine if the training made a difference to the organization
• Level 5 Evaluations: understanding the ROI of workplace learning, to prove its value

Who Will Benefit:

• Managers
• Senior Managers
• Vice President
• Regional Vice President