Forms of Training Evaluation

Model ROTI (Return On Training Investment) developed by Jack Phillips is an evaluation of the level of the last to see the cost-benefit after training implemented. The usefulness of this model in order to see the company ‘s management training is not something that is costly and only financial harm, but training is an investment. So it can be viewed by using an accurate count of the advantages that can be obtained after carrying out the training, and it is certainly able to provide a broader picture, if it is found from the results obtained it was found that such training does not provide benefits both for the participants and for the company.

It can be concluded that this evaluation model is an addition of Kirkpatrick evaluation model that is the level of ROTI (Return On Training Investment), these levels wants to see the success of a training program with a view of the Cost-Benefit of his, so it requires little data and should accurate to support the results of the evaluation of training valid.

The application of the model of Kirkpatrick’s four levels of evaluation in training can be described by the following necessary requirements.

Level 1: Reaction
Evaluation of this reaction as well as by measuring the level of satisfaction of the trainee. The components included in the reaction level is used as a reference for size. The components of the indicator are:
1. Instructor/trainer. In this component there are more specific things that can be measured, also called indicators. The suitability of the indicators is the coach with the field of material expertise, communication skills and skills trainers engage the participants in the training to participate.
2. Facility training. In this component, which is included in the indicators are classrooms, setting the temperature in the room and the materials and tools used.
3. Schedule training. Which includes indicators in this component is the timeliness and appropriateness of time with the trainees, supervisors and participants learning conditions.
4. The Media training. In this component, the indicators are the suitability of the media with the material that will be taught are able to communicate with the participant and instructor support/training in providing training materials.
5. Material training. Which includes indicators in this component is the suitability of the material with the purpose of training, fitness training materials organized by topic.
6. Consumption during the training. Which includes indicators in it is the amount and quality of the food.
7. Provision of training or duty. The indicator is given about the participants.
8. Study case. The indicators are giving the case to the participants to be solved.
9. Handouts. In this component of the indicator is how many handouts obtained, whether to help or not.

Level 2: Learning
At this level of evaluation to determine the extent of absorption of the participants in the training programs of training materials that have been given, and also to determine the impact of the training program that followed the participants in terms of improving the knowledge, skills and attitude on a matter that is learned in training.

Same view according to Kirkpatrick, that the evaluation of this study to determine the increase in knowledge, skills and attitudes gained from the training material. It is therefore necessary tests to separately determine whether the participants megikuti seriousness and attention given training materials. And evaluation of data is usually obtained by comparing the results of measurements before training or testing early (pre-test) and after training or test end (post-test) of each participant. The questions are arranged in such a way so that it includes all the content of the training material.

Level 3: Behavior
At this level, expected after training changes behavior of participants (employees) to do the job. And also to determine whether the knowledge, skills and new attitudes as a result of the training program, actually utilized and applied in everyday work behavior and significantly influence the performance improvement/competencies in each work unit.

Level 4: Results
Measuring the results of training on company profits (profitability), productivity, quality of work, sales, turnover and expenditures (expenses), only about 7% of organizations are using this approach. Reactions, defined as how the participants’ response to the training program. Learning, the degree to which participants were tested in writing in order to determine the extent to which training materials have been received by them. Behavior, aimed at measuring the change in attitude m working in daily activities. The results are used to determine how much training program affect the company ‘s performance.

The final results include, an increase in yield and quality, lower prices, increased sales. The purpose of collecting information at this level is to examine the impact of training on the work group or organization as a whole. Objectives of the training program is the real results that will be donated to the company as an interested party. Although it does not provide tangible results for the company in the short term, it does not mean that the training program was not successful. There are various factors that affect the likelihood that, and in fact it can be immediately known cause, so it can also be repaired as soon as possible.
One of the main factor determining the success of a nation of which is Information Communication and Tecnologies (ICT). Limitations provision of Information Communication and Tecnologies (ICT). in rural areas is a problem that must be observed by the government.
Telecenter is one model of the development of ICT infrastructure in rural areas. Telecenter was built not just as a physical building but infomobilisasi program that is integrated with intervention efforts to develop new communication culture that is more participatory and interactive, either using the media/channels both local and ICT. Telecenter is a container, while infomobilisasi is it, to make meaningful and useful information for improving quality of life.

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