The following is an example of a professional course evaluation report for a major corporation. A fictitious storyline was created to better illustrate the example. A course evaluation report is a tool often used to justify funding for training by human resource executives.
Course Evaluation Report
- Hart Industries seeks to evaluate hard data on training outcomes in order to eliminate unnecessary programs and to improve the value of those that remain.
- The human resource department of Hart industries has earmarked $30,000 of their budget to outsource a private consultation firm for assessment analysis of their training departments.
- Meeting Technologies training has been identified for the initial evaluation process as the software purchase was recently approved by the board.
- The following assessment strategy outlines the systematic breakdown of level 1 through 4 analyses.
- Program costs are estimated to run $211,850 for the Meeting Technologies training of 1000 staff.
- The return on investment of the Meeting Technologies training programs will equal $1,865,150 over a twelve month period, an 880% increase.
- Staff performance skills are estimated to be improved by 5%.
- Initial data will informally be posted on a written report after level three assessments.
- Findings will be evaluated and presented to the board two weeks after the level four assessments (approximately 15 weeks after training).
- After one year findings will be analyzed once again.
Hart Industries is a mid-sized manufacturing firm with 30,000 employees. Two US assembly locations are on the East Coast. Two international manufacturing locations are in India and Mexico.
Hart human resources department, in collaboration with the consultation firm, has determined that analysis of one program at this time, will pilot custom assessment methods for future training.
1. Measurable objectives for course training will be identified. A six hour training class is scheduled for a pilot training group of ten participants. A control group of ten participants at Hart’s Florida location will not receive the training. All participants will take level one and level two assessments on the day of the training. The level one assessment is a brief evaluation of the training class, instructor, and overall feel from the course. The level two assessment measures content knowledge before and after the six hour course. Control groups will take the same tests on the same day, even though they will not receive the training. Due to time constraints, a level three test will be given six weeks after the course. Interviews with department supervisors and performance monitoring checklists will be used to analyze departmental improvement. Level four client surveys and telephone responses will be evaluated by the HR department.
2. Meeting technologies was prioritized to utilize the new meeting technologies system recently identified by the board.
3. A data collection plan for the program is attached in the next document.
4. A power point presentation will outline course assessment descriptions and consultation services in more detail.
Data collection and analysis
Subject matter experts and human resource representatives will collaborate with the assessment consultant to collect data for analysis at both properties. Quantitative data will be collected from the assessments and questionnaires and placed into a spread sheet. Qualitative responses will also be included in the pilot findings.
|Cost to build course||$2400 X 6 = $14,000|
|Instructor Salary||$37.50 X 156 hours = $5850|
|Learner Salary||$25 X 6000 hours = $ 150,000|
|Company Classroom Space||$200 X 40 classes = $8000|
|Work Books||$4 X 1000 books = $4000|
Total Costs = $211,850
|Cost of time meeting skills will be used (Average 20 % over one year)||$8000 X 1000 = $8,000,000|
|Cost of time new skills will improve performance (25 %)||$8,000,000/4 = $2,000,000|
|Travel to meetings reduced by 100 per year due to new confidence||$770 X 100 = $77,000|
|Savings $2,077,000Costs (- $211,850)|
|ROI after 12 months = $1,865,150|
Conclusions and recommendations
Coaching for Business Impact, Stress Management and Meeting Technologies Training have been identified as top training priorities. It is the recommendation of the HR department and the private consultation firm to assess all future training programs in similar manner. Results will be used to eliminate unnecessary programs and to improve the value of those that remained.