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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 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

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 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 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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