T&D Chapter 6

Reasons for evaluating training

-to determine whether the training contributed to the achievement of organizational design -to validate training as a business tool -to justify the costs -to determine how well the learners mastered the training content -determine whether the methods used helped the learners achieve the learning objectives -to help improve the design of training

Measuring trainees' reactions to a training session is the most valuable learning outcome to measure.

False

T/F: An example of a direct costs of training would be costs associated with copying of training materials and marketing costs.

False

T/F: Performance appraisal refers to the process of collecting the outcomes needed to determine whether training is effective.

False

T/F: Return on investment (ROI) is used to show a training program's cost effectiveness before the training has be delivered.

False

T/F: when trainees complete an evaluation form related to the training and whether they liked it, this is an example of a level III - behavior -based training outcome.

False

indirect costs

are not related directly to the design, development, or delivery of the training program.

If a firm measures its sales volume before and after a training program, it is typically assessing the results outcome - Level IV.

True

One reason for evaluating training is to improve the training for future use.

True

T/F: No Evaluation design can ensure that the results of the evolution are completely due to training.

True

T/F: One purpose of evaluating training is to figure out whether the company received any benefits in doing the training.

True

T/F: Pilot testing refers to the process of previewing the training program with potential trainees and managers or with other customers.

True

ROI

comparing the training's monetary benefits with the cost of training (benefits/costs)

evaluation process

conduct needs assessment, develop measurable learning obj and analyze transfer of training, develop outcome measures, choose an evaluation strategy, plan and execute the evaluation

summative evaluation

evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program

formative evaluation

evaluation of training that takes place during program design and development

direct costs

include salaries and benefits for all employees involved in training, including trainees, instructors, consultants, and employees who design the program; program material and supplies, equipment or classroom rental or purchases, and travel costs

Level 5: Return on Investment

measured: identification and comparison of learning benefits with costs ex. dollar value of productivity divided by training costs methods: economic value

Level 2 or 3: Behavior and skill-based

measured: interpersonal, technical or motor skills or behaviors acquired by learners ex. preparing a dessert, landing an airplane, listening methods: tests, observations, self, peer, customer and mgrs ratings, work samples

Level 1: Reactions

measured: learner's satisfaction ex. comfortable training room, useful materials and program content methods: surveys, interviews

Level 2 or 3: Affective

measured: learners' attitudes and motivation ex. tolerance for diversity, safety attitudes, customer service orientation methods: attitude surveys, interviews, focus groups

Level 4: Results

measured: payoffs for the company ex. productivity, quality, costs, repeat customers, accidents methods: observation, performance data from records or company databases

Level 2: Learning or Cognitive

measured: principles, facts, techniques, procedures or processes that the learners have acquired ex. electrical principals, safety rules, steps interviewing methods: tests, work samples

training outcomes/criteria

measures that the trainer and company use to evaluate training programs

cost-benefit analysis

process of determining the economic benefits of a training program using accounting methods that look at training costs and benefits

training effectiveness

the benefits that the company and the trainees receive from training. Benefits for employees: new skills or behaviors. Benefits for orgs: increased sales, more satisfied customers

evaluation design

the collection of information including what, when, how and from whom that will be used to determine the effectiveness of training.

training evaluation

the process of collecting the outcomes needed to determine whether training is effective.

pilot testing

the process of previewing the training program with potential trainees and mgrs or with other customers