HRM 408

Kirkpatrick levels of evaluation (4 levels)

(Top to bottom) -Results > what the training resulted in -Transfer > Did we transfer back to the job? Did we change behavior? -Learning > Measuring how trainees have learned -Reactions > How trainess react to actions

Outcome measures are perfectly related to each other. True False

False

The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive. True False

False

A reliable test includes items for which the meaning or interpretation does not change over time. Selected Answer: True False

True

Once the costs and benefits of the training program are determined, ROI is calculated by dividing return or benefits by costs. True False

True

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 rentals or purchases; and travel costs.

information processing theories

give more emphasis to the internal processes that occur when training content is learned and retained.

Need theories

help explain the value that a person places on certain outcomes

What are some pros and cons of self efficiency?

-Can be threatening to employees who haven't performed well in the past -Let employees know their self efficacy can be increased

Three phases of program design?

-Pre-training > Prepare, motivate, and energize trainees to attend learning event. Ensure work environment (climate, managers, peers) supports learning and transfer of training -Learning Event > Prepare instruction (classes, courses, programs, lessons) and physical environment to facilitate learning and transfer of training -Post Training > Encourage learners to apply what they learned to their work

What does a training needs to start with?

A needs assessment. This is the first step in the instructional design process -This involves interviews, observations, and potentially even surveying employees

training acronym

A--Analysis > Needs assessment - motivated and skill ready D--Design > Create a learning environment D--Develop > Evaluation plan I--Implementation > Choose training method E-- Evaluate > Evaluate program and design

What are some aspects of a needs assessment?

Aspects of needs assessment >> organizational, person, and task analyses.

Which of the following statements best differentiates formative evaluation from summative evaluation? Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development. Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training. Formative evaluation includes measuring the monetary benefits that a company receives from a training program, whereas summative evaluation measures beliefs and opinions of the trainees.

Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training.

What is the purpose of formative evaluation?

Formative evaluation helps ensure that (1) the training program is well organized and runs smoothly, and (2) trainees learn and are satisfied with the program.

Why is a needs assessment important?

Needs assessment is important because a manager or other client asking for training could really be asking for or need something else, such as employee motivation, changing perspectives or attitudes, or redesigning workflow.

What is a needs assessment?

Needs assessment refers to the process used to determine whether training is necessary

_____ refers to the ease with which training outcome measures can be collected. Reliability Practicality Acceptability Relevance

Practicality

Principles of Adult Learning

Self directed Experience Relevancy oriented Practical Seek respect

_____ refers to the process of collecting the outcomes needed to determine whether training is effective. Training evaluation Program design Performance appraisal Needs assessment

Training evaluation

Which of the following is a threat to internal validity? Characteristics of trainees influence program effectiveness. Being evaluated causes participants to try harder in training program. Trainees pay extra attention to material on a test before training. Training group differs from comparison group on individual differences that influence outcomes.

Training group differs from comparison group on individual differences that influence outcomes.

Evaluation designs without pretest or comparison groups are most appropriate when: information regarding training effectiveness is not needed immediately. companies are interest in determining how much change has occurred. a company has a strong orientation toward evaluation. a company is only interested in whether trainees have achieved a certain proficiency level.

a company is only interested in whether trainees have achieved a certain proficiency level.

Adult Learning Theory

advocates an experience-based, problem-centered, participative and collaborative training method.

Indirect costs

are not related directly to the design, development, or delivery of the training program. They include general office supplies, facilities, equipment, and related expenses; travel and expenses not directly billed to one program; training department management and staff salaries not related to any one program; and administrative and staff support salaries.

Goal setting theory

assumes that behavior results from a person's conscious goals and intentions

The evaluation process ideally begins with: developing outcome measures. choosing an evaluation strategy. developing measurable learning objectives. conducting a needs analysis.

conducting a needs analysis.

Reinforcement theory

emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors.

Social learning theory

emphasizes that people learn by observing other persons (models) whom they believe are credible and knowledgeable

What is self-efficacy?

employees' belief that they can perform their job or learn the content of the training program successfully.

If trainers are interested in the generalizability of a study's results to other groups and situations, then they are said to be interested in the _____ of the study. outcome practicality criterion relevance external validity outcome believability

external validity

different kinds or training methods

lecture, team teaching guest speakers, panels, presentations, combo, social media

According to Kirkpatrick's framework for categorizing training outcomes, _____ outcomes are level 1 criteria that are often called class or instructor evaluations. learning reaction skill-based affective

reaction

What is generalization?

refers to a trainee's ability to apply what they learned to on-the job work problems and situations that are similar but not necessarily identical to those problems and situations encountered in the learning environment, i.e., the training program.

Summative evaluation

refers to an evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program. (End) Have trainees acquired knowledge, skills, attitudes, behavior, or other outcomes identified in the training objectives? Usually involves collecting quantitative (numerical) data through tests, ratings of behavior, or objective measures of performance such as volume of sales, accidents, or patents.

Formative evaluation

refers to the evaluation of training that takes place during program design and development. Collecting qualitative data which includes opinions, beliefs, and feelings about the program.

If a firm measures its sales volume before and after a training program, it is typically assessing the _____ outcome. reaction behavior-based learning results

results

Expectancy theory

three factors: expectancy, instrumentality, and valence

Appropriate training outcomes need to be discriminative which implies that: tests given to employees before and after a training program should differ. trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time. trainees' performance on the outcome should actually reflect true differences in performance. different employees should be given different tests for measuring their performance on the same outcome.

trainees' performance on the outcome should actually reflect true differences in performance.