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Chapter 6
Training Evaluation
Chapter 6
Training Evaluation Concepts
Training Evaluation:
The process of collecting data regarding outcomes needed to determine if training objectives were met.
Chapter 6
Why Evaluate Training?
Formative Evaluation:Evaluation conducted to improve the trainingprocess.
Summative Evaluation:Evaluation conducted to determine the extent to which trainees have acquired the learning objectives, as a result of the training.
Chapter 6
Why Evaluate Training?
Reasons for Evaluation:
1. To ID program strengths and weaknesses.2. Does class content & context = learning?3. ID trainees that learned and why.4. Gather “testimonials” for marketing.5. Determine financial benefits/costs.6. Compare cost/benes to other HR functions.7. Compare cost/benes of other training pgms.
Chapter 6
The Evaluation Process
Overview of the process:
1. Conduct a Needs Assessment2. Develop measurable learning outcomes.3. Develop outcome measures.4. Choose an evaluation strategy.5. Plan and execute the evaluation.
Chapter 6
The Evaluation Process
Kirkpatrick’s 4-level model:
1. Reactions Level2. Learning Level3. Behavior Level4. Results Level
1&2 - collected BEFORE employee returns to job3&4 - measured by what is transferred back to job
Chapter 6
The Evaluation Process
5 Categories of Training Outcomes:
Cognitive Outcomes - -Demonstrate the extent to which trainees arefamiliar with information, including principles,facts, techniques, procedures, and processescovered in the training program.
Chapter 6
The Evaluation Process
5 Categories of Training Outcomes:
Skill-based Outcomes - -Assess the level of technical or motor skills and behaviors acquired or mastered. IncorporatesBOTH learning of skills and application (transfer).
Chapter 6
The Evaluation Process
5 Categories of Training Outcomes:
Affective Outcomes - -Includes things like attitudes & motivation.
These are the “how satisfied with the programwere you?” outcomes.
Chapter 6
The Evaluation Process
5 Categories of Training Outcomes:
Results - -Determines the benefits to the company of the program. Costs such as:
turnoveraccidentsproductivityetc...
Chapter 6
The Evaluation Process
5 Categories of Training Outcomes:
Return on Investment - -A comparison of the cost of the program vs. the monetary benefit to the company.
Chapter 6
Are Your Outcomes Good?
Criteria Relevance -
Reliability -
Discrimination -
Practicality -
Chapter 6
Evaluation Designs
Threats to Validity:
Factors that will lead a person to question - -1. The believability of the study results2. How much other trainees match those results
Two types:InternalExternal
Chapter 6
Evaluation Designs
Methods to Control Threats to Validity:
1. Pre- and Post-tests - determines change from before training to after training.
2. Comparison Group - a control group that rules out factors other than training (not trained).
3. Random Assignment - chance assignment of employees to control & training groups.
Chapter 6
Evaluation Designs
Types of Evaluation Designs:
Post-test Only - -Involves collecting only post-training outcome measures. Would be strengthened by use of a control group which helps to rule out alternative explanations for changes in performance.
Chapter 6
Evaluation Designs
Types of Evaluation Designs:
Pre-test/Post-test - -Involves collecting both pre-training and post-training outcome measures to determine whether a change has occurred, but without a control group which helps to rule out alternative explanations for changes in performance
Chapter 6
Evaluation Designs
Types of Evaluation Designs:
Pre-test/Post-test With Comparison Group - -Includes pre-training and post-training outcome measurements as well as a control group in addition to the group that receives training.
Chapter 6
Evaluation Designs
Types of Evaluation Designs:
Time Series - -Involves collecting outcome measures at periodicintervals before and after training. Time series allows for analysis of outcomes as they change/fluctuate over time.
Chapter 6
Evaluation Designs
Types of Evaluation Designs:
Solomon Four-Group - -Involves the use of four groups: a training groupand a control group with pre- and post-training outcome measurements and a training group and control group with just post-training outcomemeasurements.
Chapter 6
Evaluation Designs
Factors that influence type of design used:Change potentialImportanceScalePurpose of trainingOrganizational cultureExpertiseCostTime frame
Chapter 6
Evaluation Designs
Considerations in choosing an evaluation design:
Eval designs without pre-testing or control groupsare appropriate when you’re only interested in whether a specific level of performance is achieved, not how much change has occurred.
To measure change, a pretest is used. Control group ids training as reason for change.
