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BENEFITS OF DOCUMENT
DESCRIPTION
The four-level Training Evaluation Model (TEM) is the worldwide standard for evaluating the effectiveness of training. It considers the value of any type of training, formal or informal, across four levels. The model can be applied before, during and after training to both maximize and demonstrate the value of training to the organization.
Understanding and using the model is important not just to HRD professionals but also to managers and individuals who play a critical role in ensuring that training programs can be improved and applied to create positive impact to the organization.
LEARNING OBJECTIVES
1. State why evaluation of training programs is critical to you and your organization.
2. Apply the four levels of evaluation to your training programs.
3. Use guidelines for developing evaluations.
4. Implement various forms and approaches to evaluation.
CONTENTS
1. Introduction to the Training Evaluation Model (TEM)
• Introduction to the TEM
• Frequent Questions Asked by HRD Professionals on Training Performance
• Quantitative or Qualitative Measures?
• Ten Factors of Developing Training Programs
• Eight Factors to Consider for Improving Training Programs
• Reasons Why Many Companies Do Not Gather Feedback for Improving Training Programs
• The Four-level Training Evaluation Model
2. The Four Levels of Training Evaluation
• Level 1: Reaction
• Level 2: Learning
• Level 3: Behavior
• Level 4: Results
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Source: Best Practices in Employee Training PowerPoint Slides: Training Evaluation Model (TEM) PowerPoint (PPTX) Presentation, Operational Excellence Consulting
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ABOUT THE AUTHOR
Operational Excellence Consulting, founded in 2009 by Allan Ung, draws from extensive experience at Microsoft, IBM, and Underwriters Laboratories (UL). With over three decades of expertise in strategy deployment, customer experience design, and operational excellence, our mission is clear: empowering global individuals and organizations through Design Thinking and Lean Methodologies. [read more]
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