DEVELOPING TRAINING EVALUATION FRAMEWORK CASE STUDY: GREAT PEOPLE MANAGERIAL PROGRAM TELKOM

• Main Author: Widya 29116424, Fatma
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/27221
• Institution: Institut Teknologi Bandung

Telkom Corporate University (Telkom CorpU) is a strategic unit that designed by PT. Telkom Indonesia (Persero) to support the achievement of the corporates's mission by carrying out activities in strengthening individual and organizational learning abilities. One of the learning programs that actively conducted by Telkom CorpU is the training program. Telkom CorpU has been challenged by the Telkom Executives to conduct a complete evaluation for the training program up to the calculation stage of the Return on Investment. <br /> <br /> One of the programs that became the target of the evaluation is the Great People Managerial Program (GPMP). This research aims to develop a complete training evaluation framework for the program. The evaluation framework consists of evaluation steps, evaluation tools, time for evaluating and also ways to analyze the evaluation data. The GPMP IV Batch 14 and Batch 15 is becoming evaluation object in this study. The evaluation framework is developed by using Kirkpatrick Four Levels Training Evaluation Model and James J. Phillips Return on Training Investment Model. Those training evaluation model divides the training evaluation into five levels: reaction, learning, behavior, results, and return on training investment. <br /> <br /> Due to the limitations of research time and difficulties in data collection process, this research only implement three levels of the evaluation framework: reaction, learning, and behavior evaluation. The reaction level evaluation results indicate that Telkom CorpU’s organizing process to the implementation of GPMP IV Batch 14 and Batch 15 received very good feedback from the participants. The learning level evaluation shows significant positive changes on the participants' knowledge about business skill module. The behavior level evaluation shows that the participants of the GPMP IV Batch 14 and Batch 15 have often applied the expected behavior that becomes the objectives of the GPMP IV implementation even before they take a part in the GPMP IV. However, the assessment from the participant's supervisor shows that the participant's expected behaviors are already better after the participants joined the GPMP IV. <br /> <br /> Furthermore, this study suggests Telkom CorpU to continue the training evaluation up to the results evaluation and calculation of Return on Training Investment by using the evaluation framework that has been developed previously. The weakness of the evaluation framework that was developed to evaluate results and return on training investment in the GPMP IV Batch 14 and Batch 15 is the high level of subjectivity in the data collection process because the results data that will be used to calculate the ROI of the program are the expected results from the participants and supervisors. Whereas for the evaluation of the next program, Telkom CorpU is recommended to determine in advance the target of the results to be achieved before the implementation of the GPMP IV. Telkom CorpU should also establish a more specific and measurable KPI for each employee in each band so that the results can be more specifics. <br />