Why is this project important? What do we need people to do?

What factors besides training might influence

How will we measure if the project was successful?
performance?
What KSA's are currently missing?
 ADD Up! Analysis , Design & Development of Learning Modules

WHY

WHO
WHAT
WHEN
WHERE
 Competency
(List down 3 to 7 competencies that you'd like
to address in your learning design)
 Behavioral Indicator
(Write the description of your competencies, the common format is the action + the outcome or
output; a discriptor combining Knowledge, Skills, Attitude)
 Mission of the Organization

Fundamentals of Training Evaluation

Objective format: Stem statement + verb + outcome/output

At the end of this training the participants will be abe to identify the 5 steps in Training Evaluation and learn about the train

Competency Terminal Objectives

(copy the competency that you listed in (Copy the behavioral indicators in the previous tab; these behaviors
the previous tab) become the objective of your training)
on of the Organization

tals of Training Evaluation

m statement + verb + outcome/output

n Training Evaluation and learn about the training evaluation plan to measure training success.

Instrumental/Enabling Objectives
(These are objectives that you create in order to achieve the terminal objectives)
 FUN

Time (Mins) Competency Terminal Objectives

Welcoming
Who's in the room?
Webinar Guidelines
15

Introduction of the topic

10

15

15

Acquire knowledge about the 5 Steps

Fundamentals of Training in Training Evaluation (Purpose,
Evaluation Method, Tools, Collection, Analysis
30 and Presentation)

10

15

5 Closing
5 Wrapping Up/Evaluation
120 2 Training Hours
 FUNDAMENTALS OF TRAINING EVALUATION

Instrumental/Enabling
Topic
Objectives

Welcoming
Who's in the room?
Webinar Guidelines

Introduction of the topic

1. Define Training Evaluation

2. ADDIE Framework
What is Evaluation? 3. 5 Steps in Training Evaluation
4. Training Evaluation Template
5. Case Study
Step 1: Identify Purpose of 1. Different Purposes of Evaluation
Evaluation 2. Case Study
1. 4 Levels of the “New World Kickpatrick
Step 2: Identify Evaluation
Model” of Evaluation
Method
2. Case Study
1. Level 1: Questionniare
2. Steps in making a questionnaire
3. Case Study
Step 3: Understand Evaluation 4. Level 2: Different Tools
Tools 5. Case Study
6. Level 3 & 4: Impact Analysis
7. Philosophies in impact analysis
8. Case Study
Step 4: Undestand Data 1. Innovations and Trends
collection methods 2. Best Practices
1. Data Analysis
Step 5: Understand Data 2. Data Visualization
analysis and reporting 3. Case Study
methods 4. Data interpretation
5. Data reporting

Closing
Wrapping Up/Evaluation
UATION

Methodology Materials Who's responsible

1. Welcoming of participants in the room

2. Let the participants chat their names in the chatbox
PPT
3. Discuss the session guidelines Moderator
Zoom Features
4. Turn it over to the speaker

1. Introduction
2. Training objectives PPT Speaker
3. Handa na ba kayo?

Lecture PPT Speaker

Insight check
Speaker
Lecture PPT
Lecture PPT
Speaker
Knowledge check Menti Pool
Lecture
PPT
Knowledge check
Google Survey
Hands-on activity
Lecture
PPT Speaker
Lecture
PPT
Insight check
Google Survey
Hands-on activity
Lecture PPT Speaker

PPT
Lecture
Google Survey
Examples - Case study result & PowerBi
PowerBI Speaker
Lecture PPT
Examples - MEAL Report PDF
Quote
End Slide PPT Speaker
Moderator
The developmental plan serves as the guide on what will be the activities that can be done after the trainin

Competency Gap Possible consequence if competency is not developed

can be done after the training to sustain and retain the competencies that were trained for.

Training Program Developmental methods Organizational Intervention

 Training Title: How to Create Effective Virtual Me
Level Evaluation Objective Tool

EXAMPLE:

Evaluation Purpose:
1. To determine training effectiveness through pre/post test scores of learners.

From Kirkpatrick's and Philip's evaluation model, we can plan ahead what we want to measure after the learning ev

Level Evaluation Objectives Measures

LEVEL ISSUE MEASURES TARGETS

This is easy Volume, Hours, Convenience,
100%
Always Measured 0 Inputs Cost

Relevance, Engaging, Important, 100%

This is easy Useful, New Information, Intent
*Can Predict Almost always measured 1 Reaction to use, Recommend to Others

Not Difficult Concepts, Trends, Facts, 98%

Usually Measured 2 Learning Contacts, Skills, Competencies
Use of technology, Frequency of
Possible use, Success with use, 30%
Often Measured 3 Application Barriers, Enablers

Must Tak e a Step to Isolate the

Effects

10%
Productivity, Time, Quality,
Executives
Not so difficult to connect Costs, Image, Reputation,
Prefer
Sometimes measured 4 Impact Engagement, Compliance
Possible for many Benefit Cost Ratio or Return on
projects Investment, Expressed as a 5%
Rarely measured 5 ROI percent

*Best Practice: Percent of Projects Evaluated at this level each year

 How to Create Effective Virtual Meetings
Method Target Timing Responsible

e/post test scores of learners.

ead what we want to measure after the learning event.

Data Collection methods Data source Timing Who's responsible

MEASURES TARGETS
Volume, Hours, Convenience,
100%
Cost

Relevance, Engaging, Important, 100%

Useful, New Information, Intent
o use, Recommend to Others

Concepts, Trends, Facts, 98%

Contacts, Skills, Competencies
Use of technology, Frequency of
use, Success with use, 30%
Barriers, Enablers

Must Tak e a Step to Isolate the

Effects

10%
Productivity, Time, Quality,
Costs, Image, Reputation,
Engagement, Compliance
Benefit Cost Ratio or Return on
nvestment, Expressed as a 5%
percent