1. Chapter 6 Training Evaluation

2. Chapter 6 Training Evaluation Concepts Training Evaluation: The process of collecting data regarding outcomes needed to determine if training objectives were met.

3. Chapter 6 Why Evaluate Training? Formative Evaluation: Evaluation conducted to improve the training process. Summative Evaluation: Evaluation conducted to determine the extent to which trainees have acquired the learning objectives, as a result of the training.

4. 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.

5. Chapter 6 The Evaluation Process Overview of the process: 1. Conduct a Needs Assessment 2. Develop measurable learning outcomes. 3. Develop outcome measures. 4. Choose an evaluation strategy. 5. Plan and execute the evaluation.

6. Chapter 6 The Evaluation Process Kirkpatrick’s 4-level model: 1. Reactions Level 2. Learning Level 3. Behavior Level 4. Results Level 1&2 - collected BEFORE employee returns to job 3&4 - measured by what is transferred back to job

7. Chapter 6 The Evaluation Process 5 Categories of Training Outcomes: Cognitive Outcomes - - Demonstrate the extent to which trainees are familiar with information, including principles, facts, techniques, procedures, and processes covered in the training program.

8. 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. Incorporates BOTH learning of skills and application (transfer).

9. Chapter 6 The Evaluation Process 5 Categories of Training Outcomes: Affective Outcomes - - Includes things like attitudes & motivation. These are the “how satisfied with the program were you?” outcomes.

10. Chapter 6 The Evaluation Process 5 Categories of Training Outcomes: Results - - Determines the benefits to the company of the program. Costs such as: turnover accidents productivity etc...

11. 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.

12. Chapter 6 Are Your Outcomes Good? Criteria Relevance - Reliability - Discrimination - Practicality -

13. Chapter 6 Evaluation Designs Threats to Validity: Factors that will lead a person to question - - 1. The believability of the study results 2.How much other trainees match those results Two types: Internal External

14. 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.

15. 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.

16. 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

17. 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.

18. Chapter 6 Evaluation Designs Types of Evaluation Designs: Time Series - - Involves collecting outcome measures at periodic intervals before and after training. Time series allows for analysis of outcomes as they change/fluctuate over time.

19. Chapter 6 Evaluation Designs Types of Evaluation Designs: Solomon Four-Group - - Involves the use of four groups: a training group and a control group with pre- and post-training outcome measurements and a training group and control group with just post-training outcome measurements.

20. Chapter 6 Evaluation Designs Factors that influence type of design used: Change potential Importance Scale Purpose of training Organizational culture Expertise Cost Time frame

21. Chapter 6 Evaluation Designs Considerations in choosing an evaluation design: Eval designs without pre-testing or control groups are 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.