Training evaluation
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Training Evaluation. Training evaluation provides the data needed to demonstrate that training does provide benefits to the company. What are the differences among:. Training effectiveness Training outcomes Training evaluation Evaluation design. Types of Evaluation. Formative Summative.

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Training Evaluation

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Training evaluation

TrainingEvaluation


Training evaluation

Training evaluationprovides the data needed to demonstrate that training does provide benefits to the company.


What are the differences among

What are the differences among:

  • Training effectiveness

  • Training outcomes

  • Training evaluation

  • Evaluation design


Types of evaluation

Types of Evaluation

  • Formative

  • Summative


Why evaluate training programs

Why Evaluate Training Programs?

  • Objectives

  • Satisfaction

  • Benefits

  • Comparison


Objectives foundation

Objectives = Foundation

  • Terminal behavior

  • Conditions under which terminal behavior is expected

  • The standard below which performance is unacceptable

  • --> criteria by which the trainee is judged


  • The evaluation process

    The Evaluation Process

    Conduct a Needs Analysis

    Develop Measurable Learning Outcomes and Analyze Transfer of Training

    Develop Outcome Measures

    Choose an Evaluation Strategy

    Plan and Execute the Evaluation


    Training outcomes kirkpatrick s four level framework of evaluation criteria

    Level

    Criteria

    Focus

    1

    Reactions

    Trainee satisfaction; aka affective

    2

    Learning

    Acquisition of knowledge, skills, attitudes, behavior; aka cognitive

    3

    Behavior

    Improvement of behavior on the job; akaskills

    4

    Results

    Business results achieved by trainees

    Training Outcomes: Kirkpatrick’s Four-Level Framework of Evaluation Criteria


    How do you know if your outcomes are good

    How do you know if your outcomes are good?

    Good training outcomes need to be:

    • Relevant

    • Reliable

    • Discriminative

    • Practical


    Good outcomes relevance

    Good Outcomes: Relevance

    • Criteria relevance – the extent to which training programs are related to learned capabilities emphasized in the training program

    • Criterion contamination – extent that training outcomes measure inappropriate capabilities or are affected by extraneous conditions

    • Criterion deficiency – failure to measure training outcomes that were emphasized in the training objectives


    Criterion deficiency relevance and contamination

    Criterion deficiency, relevance, and contamination:

    Outcomes Identified by Needs Assessment and Included in Training Objectives

    Outcomes Related to Training Objectives

    Outcomes Measured in Evaluation

    Contamination

    Relevance

    Deficiency


    Good outcomes continued

    Good Outcomes (continued)

    • Reliability – degree to which outcomes can be measured consistently over time

    • Discrimination – degree to which trainee’s performances on the outcome actually reflect true differences in performance

    • Practicality – refers to the ease with which the outcomes measures can be collected


    Training evaluation practices

    Training Evaluation Practices

    Percentage of Courses Using Outcome

    Outcomes


    Evaluation procedures

    Evaluation Procedures


    Utility

    Utility


    Ns t r sdy zs n c

    [(Ns)*(T)*(r)*(SDy)*(Zs)]-[(N)*(C)]

    • Ns = number of applicants selected

    • T = tenure of selected group in years

    • r = correlation between predictor and job performance (VALIDITY)

    • SDy = standard deviation of job performance

    • Zs = average standard predictor score of selected group

    • N = number of applicants

    • C = cost per applicant


    Nc t r sdy zs n c

    [(Nc)*(T)*(r)*(SDy)*(Zs)]-[(N)*(C)]

    • Nc = number of trainees who complete program

    • T = duration of training benefit

    • r = correlation between training criterion and job performance (VALIDITY)

    • SDy = standard deviation of job performance

    • Zs = average standard criterion score of trainees

    • N =total number of trainees enrolled

    • C = cost per trainee


    Training costs

    Training Costs

    • Direct

    • Indirect

    • Development

    • Overhead

    • Compensation for Trainees


    For on the job training 81 000

    For On the Job Training $81,000

    • 50 = Ns = number of trainees who complete program

    • 1 = T = duration of training benefit

    • .50 = r = correlation between training criterion and job performance (VALIDITY)

    • 4800 = SDy = standard deviation of job performance (assume 40% of base pay . . . $12,000 * .40)

    • .80 = Zs = average standard criterion score of trainees

    • 100 = N = total number of trainees enrolled

    • 150 = C = cost per trainee

    [(Ns)*(T)*(r)*(SDy)*(Zs)]-[(N)*(C)]

    (50 * 1 * .50 * 4800 * .8) - (100 * 150)


    Experimental designs

    Experimental Designs


    Experimental designs choices

    Experimental DesignsChoices

    • Pretest/posttest

    • Control Groups


    Experimental designs1

    Experimental Designs

    • 1: 1 group, posttest only

    • 2: 1 group, pretest/posttest

    • 3: Pretest/posttest control group

    • 4: Solomon four-group

    • 5: Time-series

    • 6: Nonequivalent control group


    Experimental designs validity

    Experimental Designs Validity

    • Internal

    • External


    Experimental designs threats to internal validity

    History

    Maturation

    Testing

    Instrumentation

    Regression toward the mean

    Differential selection

    Experimental mortality

    Interactions

    Diffusion/imitation of treatments

    Compensatory equalization of treatments

    Rivalry/desirability of treatments

    Demoralization

    Experimental DesignsThreats to Internal Validity


    Experimental designs threats to external validity

    Experimental DesignsThreats to External Validity

    • Reactive effect of pretesting

    • Interaction of selection & treatment

    • Reactive effects of experimental settings

    • Multiple-treatment interference


    Issues in training validity

    Issues in Training Validity

    • Training validity

    • Transfer validity

    • Intra-organizational validity

    • Inter-organizational validity


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