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6
Training Evaluation
McGraw-Hill/Irwin
6-1
Introduction (1 of 2)
Training effectiveness refers to the benefits that the company and the trainees receive from training
Training outcomes or criteria refer to measures that the trainer and the company use to evaluate training programs
McGraw-Hill/Irwin
6-2
Introduction (2 of 2)
Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective
Evaluation design refers to from whom, what, when, and how information needed for determining the effectiveness of the training program will be collected
McGraw-Hill/Irwin
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McGraw-Hill/Irwin
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McGraw-Hill/Irwin
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McGraw-Hill/Irwin
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Formative Evaluation
Formative evaluation evaluation conducted to improve the training process Helps to ensure that:
the training program is well organized and runs smoothly trainees learn and are satisfied with the program
McGraw-Hill/Irwin
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Summative Evaluation
Summative evaluation evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program
May also measure the return on investment (ROI) that the company receives from the training program
McGraw-Hill/Irwin
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McGraw-Hill/Irwin
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6 - 10
McGraw-Hill/Irwin
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Cognitive Outcomes
Skill-Based Outcomes
Affective Outcomes
McGraw-Hill/Irwin
Results
Return on Investment
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Skill-Based Outcomes
Assess the level of technical or motor skills Include acquisition or learning of skills and use of skills on the job
McGraw-Hill/Irwin
2005 The McGraw-Hill Companies, Inc. All rights reserved.
6 - 14
Results
Determine the training programs payoff for the company
McGraw-Hill/Irwin
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McGraw-Hill/Irwin
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Contamination
McGraw-Hill/Irwin
Relevance
Deficiency
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McGraw-Hill/Irwin
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79%
38% 15%
9%
Cognitive
Behavior
Results
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Outcomes
McGraw-Hill/Irwin
2005 The McGraw-Hill Companies, Inc. All rights reserved.
Outcomes
Reactions: Did trainees like the program? Did the environment help learning? Was material meaningful? Pencil-and-paper tests Performance on a work sample Skill-Based: Ratings by peers or managers based on observation of behavior
Cognitive: Skill-Based:
Affective: Results:
Trainees motivation or job attitudes Did company benefit through sales, quality, productivity, reduced accidents, and complaints? Performance on work equipment
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McGraw-Hill/Irwin
McGraw-Hill/Irwin
6 - 23
Threats to Validity
Threats To Internal Validity Company Persons Outcome Measures
Threats To External Validity Reaction to pretest Reaction to evaluation Interaction of selection and training Interaction of methods
McGraw-Hill/Irwin
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Time Series
Time Series with Comparison Group and Reversal
Solomon FourGroup
6 - 26
Pretest / Posttest
Trainees
Yes
Yes
Low
Low
Medium
Posttest Only with Comparison Group Pretest / Posttest with Comparison Group
No
Yes
Medium
Medium
Medium
Yes
Yes
Medium
Medium
High
McGraw-Hill/Irwin
6 - 27
Yes
Yes, several
High
Medium
High
Yes No Yes No
High
High
High
McGraw-Hill/Irwin
6 - 28
Lecture
Self-Paced Behavior Modeling No Training (Comparison)
Yes
Yes Yes Yes
Yes
Yes Yes No
Yes
Yes Yes Yes
Yes
Yes Yes Yes
McGraw-Hill/Irwin
6 - 29
Group 2
Group 3 Group 4
Yes
No No
Traditional
IL-based Traditional
Yes
Yes Yes
McGraw-Hill/Irwin
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Purpose of training
Expertise Cost Time frame
McGraw-Hill/Irwin
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the program 2. The training program is ongoing and has the potential to affect many employees (and customers) 3. The training program involves multiple classes and a large number of trainees 4. Cost justification for training is based on numerical indicators
McGraw-Hill/Irwin
2005 The McGraw-Hill Companies, Inc. All rights reserved.
6 - 32
evaluate the data collected from the evaluation study 6. The cost of training creates a need to show that it works 7. There is sufficient time for conducting an evaluation 8. There is interest in measuring change from pretraining levels or in comparing two or more different programs
McGraw-Hill/Irwin
2005 The McGraw-Hill Companies, Inc. All rights reserved.
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eliminating other potential influences on training results. 4. Obtain an annual amount of benefits (operational results) from training by comparing results after training to results before training (in dollars)
McGraw-Hill/Irwin
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The ROI gives you an estimate of the dollar return expected from each dollar invested in training.
McGraw-Hill/Irwin
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Direct Costs
Indirect Costs
Development Costs
McGraw-Hill/Irwin
Overhead Costs
McGraw-Hill/Irwin
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