EVALUATING TRAINING AT THE JOB IMPACT LEVEL:
THE CTP EXPERIENCE

Mario A. del Castillo
Performance Technologies Malaysia Sdn.Dhd
Presenter

Curriculum Vitae

Mario del Castillo is Senior Consultant of the Institute of Training and Development based in Kuala Lumpur.  He is a Past President of ARTDO and Past President of PSTD.  He is the Organization Behavior and Strategic Planning lecturer for the Heriot-Watt MBA Program.  Mario was one of the collaborators that established the ARTDO-Ateneo Diploma Program in Human Resource Development and was one of the original faculty members of this course which has trained hundreds of trainers throughout the region.

He is a product of Ateneo de Manila University where he completed his BSC nd post-graduate studies.  Presently he is completing his MA and PhD in Organization Development and Planning.  Mario has trained and presented in several countries such as Singapore, Indonesia, Thailand, Bahrain, Australia, Micronesia, Philippines and Malaysia for many of the region’s most recognizable companies and organizations. Mr. del Castillo’s working career spans twenty-five years in banking and finance, insurance and the academe.  He has worked for government agencies as well as non-government organizations.  Mario is also Executive Director for a performance improvement company.

DESCRIPTION OF THE TALK

Meaningful training evaluation continuous to be one of the most evasive goals for trainers.  It is the collective weak link in our performance chain.  Most trainers prefer the comfort of simple formative assessment at the reaction level or at the skill or knowledge acquisition level.  Indeed, many training managers still report the number of seats occupied in the training room as their significant contribution to business results.  Today’s business leaders demand evidence of tangible results from their training investment.

Trainers must realize that training evaluation is the trump card that bridges the gap between our presence as mere purveyors of programs and be noticed as producers of results. At the job impact level, we are attempting to establish the actual use of learned skills in the workplace which is not an easy task.  As we go further away from the controllable laboratory, which is the classroom, the reality of the workplace makes it challenging to filter out the non-training related variables.