CH 11 Alyssa Flashcards
How do most organizations gauge training success?
Soliciting trainees opinions for most of the courses held
What evaluations are more useful?
Measure learning, behaviour or job performance improvements to evaluate training success
Two type of barriers in training evaluation
Pragmatic and political
Why can evaluation be threatening? (Political barrier)
Can reveal ineffective training programs or entire training approaches
Training programs are more likely to prove job performance when?
When using the new skill proves the performance of participants whose remuneration depends on performance
Formative evaluations
Provide data about various aspects of a training program
Summative evaluation
Provide data about the worthiness or effectiveness of a training program
Descriptive evaluations
Provide informations that describes the trainee once they have completed the program
Causal evaluations
Provide information to determine whether training caused the post-training behaviour
What do models of training evaluation do?
Specify the information (the variables) that is to be measured in training evaluations and their interrelationships
Dominant evaluation model
Kirkpatrick’s hierarchal model
What are the 4 methods of Kirkpatricks model?
1 reactions2 learning3 behaviours4 results
5th level added to Kirkpatricks model
ROI (financial benefit)
COMA
Training evaluation that involves the measure of these variables:CognitiveOrganizationalMotivationalAttitudinal
What undermines the validity of Kirkpatricks model?
Lack of empirical support - correlations among levels are small or non existent
Can Kirkpatricks model diagnose specific problems when something goes wrong?
No
Most important Kirkpatrick critique
It requires all training evaluations to rely on the same variables and outcome measures
Type of learning more strongly relate to transfer
Procedural
Most common variables measured in evaluation studies
Reaction measures - trainees opinions and attitudes
Affective reactions
Reaction measures that assess trainees likes and dislikes of a training program
Utility reactions
Reaction measures that assess the perceived usefulness of a training program
Declarative learning
Refers to the acquisition of facts and info and is by far the most frequently assessed learning measure
Procedural learning
Refers to the organization of facts and info into a smooth behavioural sequence
Most important of all training effectiveness criteria
Behaviour
3 ways to measure behaviour
Self reports
Observation
Production indicators
Perceived support
The degree to which the trainee reports receiving support in his or her attempts to transfer the learned skills
Anticipated support
The degree to which the trainee expects to be supporter in his or her attempts to transfer the learned skills
Return on expectations
The measurement of a training program’s ability to meet managerial expectations
Hard vs soft data
Hard data - results assessed objectively
Soft data - results assessed through perceptions and judgements
Data collection designs in training evaluation
The manner in which the data collection is organized and how the data will be analyzed
Non-experimental designs
When the comparison is not add to another group of (untrained) people
Experimental designs
When the trained group is compared to another group that does not refine training and when the assignment of people to the training group and the untrained group is random
Quasi-experimental designs
When the trained group is compared to another group that does not receive the training but when the assignment of people to the training group and the untrained group is not random
Training evaluation designs
The process by which evaluation info is gathered
