Avelino, Frynx DY, CRISTALLE KASALA, LEA ANNE PACAPAC, CASSANDRA PADILLA, JOSEPH ANTHONY SALABAO, NORMANDY. RULES. Turn off your cellular phones. Listen to the one who is talking or reciting. No eating while in session. No going to the comfort room unless necessary. TRAINING OBJECTIVES.
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KASALA, LEA ANNE
PADILLA, JOSEPH ANTHONY
Evaluation Strategy and Design
by Cassandra Pacapac
…and how it is used for evaluation.
by Cristalle Geraldine Dy
..what is process data?
..what is outcome data?
Process BEFORE Training
Process DURING Training
..why include Process Evaluation?
by Lea Anne Kasala
measures general feeling about training
beliefs about the value of training
Organizational Results External environment of the organization:
(Economy, regulations, suppliers, etc.)
Internal environment of the organization:
(Policies, procedures, systems)
Employee performance, KSAs, and needs
Job Behavior Transfer of Training
Motivational forces in the job setting
Opportunity to apply training on the job
LearningTrainee readiness for the course
Trainee motivation to learn
Design, materials, and contents
Reactions Perceived match between trainee expectations and what training provided
by Joseph Anthony Padilla
..was the training cost worth the results?
1. Cost/benefit evaluation- compares the monetary cost of training with the nonmonetary benefits.
2. Cost-effectiveness evaluation- compares the monetary costs of training with the financial benefits accrued from training.
b. Utility analysis- an examination of value of overall improvement in the performance of the trained employees.
- permits us to estimate the overall value to the organization of the supervisors’ changes in behavior.
U = (N)(T)(DT)(SDY) – C
U = dollar value of improved performance
N = number of trainees
T = time the benefits will last
DT = difference in performance in performance between trained and untrained groups (in
standard deviation units)
SDY= dollar value of untrained group’s performance (in standard deviation units)
C = total cost of training the trained group
of EVALUATION to USE
by Normandy Salabao
of EVALUATION to USE
*a considerable amount of work is required to evaluate every program offered
Who is interested in the data?
- CONSTITUENCES OR CUSTOMERS.
-- THE TRAINERS
-- TRAINING MANAGERS
-- THE TRAINEES
-- THE TRAINEES’ SUPERVISOR
is interested with the information?
- to those customers who requested to do so
-- depends on the organization and attitudes and beliefs of upper management