Training Effectiveness at PT XYZ Using Kirkpatrick Model and Return on Investment of Training (ROI-Training)

Abstract

The goal of the research was to evaluate the effectiveness of Kirkpatrick model and Return on Investment of Training at PT XYZ. Observation was applied to this research. The result has shown several facts such as trainee’s feedback score was 4,62 above 4,10 as required by the company in terms of reaction, the average final exam score was 3,66 above 3,00 as required by the company in terms of learning, the trainees’ superiors’ feedback score was 3,53 above 3,00 as required by the company and Return on Investment of Training (ROI-Training) was 58,88% above 15% as required by the company. With these results, the company can conclude that the program is effective in nurturing its supervisory leaders.

Training evaluation of a sales programme in a Portuguese cosmetics SME

“…With regard to training evaluation Level 2, the results of the theoretical and practical tests present an average of 7.12 on a scale of 0 to 10. This result is similar to 3.66 (on a scale of 1 to 5) reported by Jonny (2016) in terms of learning acquired at a leadership training programme.…”

“…When addressing training evaluation Level 3, based on the reported analysis of trainees by observation of trainers in the workplace, the scores show an average of 14.50. This result is similar to 3.53 (on a scale of 1 to 5) reported by Jonny (2016) according to the trainees' and superiors' feedback scores on a leadership training programme.…”

“…Regarding training evaluation level 1, the trainees' reaction and satisfaction test had an average of 3.71. This result is below the 4.62, as reported by Jonny (2016) in terms of reaction to a leadership training programme.…”

“…A fifth level was later introduced to calculate the ROI of training (Curado and Teixeira, 2014;Pineda, 2010;Fu et al, 2018;Putra, 2016) which compares the programme's benefits with its costs (Phillips and Phillips, 2016;Fu et al, 2018) and calculates its effects on performance (Sitzmann and Weinhardt, 2019). A systematic process of collecting data (Brown and Sitzman, 2011) and the proper evaluation model can determine whether training is effective (Arthur Jr et al, 2003;Noe, 2010) and thus justifies the allocation of financial resources (Jonny, 2016). Only 5% of firms engage in the fifth level (Srimannarayana, 2010;Ho et al, 2016).…”

Improving The Average Session Evaluation Score Of Supervisory Programby Using PDCA Cycle At PT XYZ

“…The questionnaires consist of three parts to evaluate Program Quality Index (PQI), Subject Content Index (SQI), and Facilitator Evaluation Index (FEI) of the program. Several exemplary questions of these questionnaires are according to Jonny (2016), such as (a) the program content meet its stated objectives, (b) the facilitators are able to maintain and encourage participation, (c) there is appropriate use of case discussion, examples, group work, and other means to aid understanding of the content, (d) the staffs are courteous, helpful and provided the trainees with professionalized attention, (e) the facilitators use practical illustration and or demonstrated an understanding of practical issues, (f) overall program is very helpful for the trainees in creating practical ideas to improve his or her performance. (2) Using qualitative data to find its roots causes by using cause and effect diagram.…”