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Human Resources Training and Individual Development. February 11: Training Evaluation. Objectives. Explain why evaluation is important Identify & choose outcomes to evaluate Identify how to measure outcomes Discuss validity threats and experimental designs

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Presentation Transcript
  • Explain why evaluation is important
  • Identify & choose outcomes to evaluate
  • Identify how to measure outcomes
  • Discuss validity threats and experimental designs
  • Discuss issues to consider in evaluation design to improve the ability to make inferences
what is training evaluation
What is Training Evaluation?

Assessing the effectiveness of the training program in terms of the benefits to the trainees and the company

  • process of collecting outcomes to determine if the training program was effective
  • from whom, what, when, and how information should be collected
importance of evaluation
Importance of Evaluation
  • Why evaluate training?
purpose of evaluation
Purpose of Evaluation
  • Summative Evaluation: Collecting data to assess learning & other criteria
  • Formative Evaluation: collecting data to assess how to make the program better
what should be evaluated
What Should Be Evaluated?
  • Cognitive Learning
  • Skills Learning
  • Affect
  • ‘Objective’ results
  • ROI
how do you measure outcomes
How Do You Measure Outcomes?
  • Cognitive Learning
  • Skills
  • Affect
  • Results
  • ROI
criteria for evaluation
Criteria for Evaluation
  • Criteria should be based on training objectives
    • all objectives should be evaluated
  • Criteria should be relevant (uncontaminated, not deficient), reliable, practical, and they should discriminate
  • Criteria should include reactions, learning (verbal, cognitive, attitudes), results & ROI
outcomes relevance contamination and deficiency
Outcomes: Relevance, Contamination and Deficiency
  • Criteria relevance
  • Criterion contamination
  • Criterion deficiency
criterion deficiency relevance and contamination
Criterion deficiency, relevance, and contamination

Outcomes Identified by Needs Assessment and Included in Training Objectives

Outcomes Measured in Evaluation




Outcomes Related to Training Objectives

outcomes reliability discrimination and practicality
Outcomes: Reliability, Discrimination and Practicality
  • Reliability
  • Discrimination
  • Practicality
evaluation design purpose
Evaluation Design: Purpose
  • What is the objective of the training program?
  • What do you want to accomplish with the evaluation?
evaluation design
Evaluation Design
  • How do you determine whether the program has worked or not?
    • Measuring outcomes
    • Outcome constructs have changed as it was expected
    • The training program was responsible for the change, and not something else
  • The broader question is: How can you infer causality?
causal inferences
Causal Inferences
  • Knowledge is most applicable when it can be expressed in terms of cause-and-effect relationships
  • One thing causes another if:
    • Temporal precedence
    • Covariation
    • No alternative explanations
  • Control
experimental designs
Experimental Designs
  • Test whether one or more manipulated variables have an effect on specific criteria when controlling for other factors
  • Treatment – manipulated variables
  • Two features
    • A. Timing of treatment and measurement ensures temporal precedence
    • B. Attempt to eliminate alternative explanations
  • If A and B, then covariation is interpreted as causality
experimental designs threats to validity
Experimental Designs: Threats to Validity
  • Threats to validity refer to a factor that will lead one to question either:
    • The believability of the study results (internal validity), or
    • The extent to which the evaluation results are generalizable to other groups of trainees and situations (external validity)
the correlation coefficient
The Correlation Coefficient
  • A relationship index
  • What is r for a perfect positive relationship?
  • How about a perfect negative relationship?
  • No relationship?
  • What is the interpretation of the squared correlation coefficient?
correlation and causality
Correlation and Causality
  • Ex. 1: Job satisfaction – job performance
  • Ex. 2: Reading – IQ
evaluation design1
Evaluation Design
  • No one “best way”
  • Some ways definitely better than others
  • Need to rely on logic to design an evaluation program that will allow you to make inferences

Purpose of Training

Design evaluation so that you can make inferences


considerations for evaluation design
Considerations for Evaluation Design
  • Use pre-test & post-test
  • Have a comparison group
  • Random Assignment
  • Why are the “best designs” not used?
self talk training example
Self-Talk Training Example
  • Increase confidence of out of work managers
    • subject pool -- managers who have given up job search
    • 1/2 given self-talk training and encouraged to continue job search
    • results: “self-talk training worked because the treatment group had a higher rate of reemployment”
    • implications: “self-talk is useful in increasing reemployment of the hard core unemployed”
  • What is wrong with this?
implications for evaluation design
Implications for Evaluation Design
  • Explicitly consider evaluation at all levels
    • reactions, learning (verbal, skills, attitudes) results, ROI
  • Make links from objectives clear
  • Specify types of outcome measures (include examples)
  • Specify evaluation strategy
next time
Next Time
  • Traditional training methods
    • Noe Chapter 7
    • Broadwell and Dietrich (1996)