Chapter 11 - Training Evaluation

Question 1

Training Evaluation Definition

Answer 1

A process to assess the value - the worthiness- of training programs to employees and to organizations.

Question 2

Why do training evaluation?

Answer 2

• helps to identify useful training programs
• helps to identify who should go to training
• determine the cost benefit of a training program
• determine which training programs are cost effective
• diagnose the strengths and weaknesses of programs
• justify the value of training to executives and organizations

Question 3

How do most organizations evaluate training?

Answer 3

92% of organizations (according to the Conference Board of Canada) evaluate training through “reactions”. ..soliciting trainees opinion of the training

Question 4

2 main barriers to training evaluation

Answer 4

• pragmatic

- political

Question 5

Pragmatic barriers

Answer 5

• gathering feedback from all stakeholders before, during and after training can be disruptive and time-consuming
• training evaluation can be costly (use technology to lower cost, surveys online etc)

Question 6

Political barriers

Answer 6

• evaluation often only takes place because of pressure from above
• trainers often fear results of evaluation because they feel threatened

Question 7

2 main types of training evaluation

Answer 7

• formative evaluations

- summative evaluations

Question 8

formative evaluations

Answer 8

• provides data about various aspects of a training programs (clarity, complexity, relevance)

Question 9

summative evaluations

Answer 9

• provides data about the worthiness or effectiveness of a training program (cost benefit, payoffs)

Question 10

2 further distinctions of training evaluations

Answer 10

• descriptive evaluations

- causal evaluations

Question 11

descriptive evaluations

Answer 11

• provides info that describes the trainee after the training (what did they learn? are they more confident?)

Question 12

causal evaluations

Answer 12

• provides info as to whether the training caused post-training behavior (performance improvement?)

Question 13

Kirkpatrick’s Hierarchical Model - 4 Levels of Training Evaluation

Answer 13

• level 1 - reactions (trainees report positive reactions to training)
• level 2 - learning (trainees learn the training material)
• level 3 - behaviours (trainees apply training to the job)
• level 4 - results (training has positive effect on organizational outcomes)

Question 14

Critique of Kirkpatrick’s Model

Answer 14

• if something goes “wrong” with the training, Kirkpatrick’s Model can’t diagnose the cause
• not well suited to formative evaluation (clarity, complexity, relevance)
• lack of precision in the outcomes
• one model does not fit all types of training

Question 15

COMA Model

Answer 15

• measurement of:
• cognitive (level of learning that trainee has gained)
• organizational (variables in the work environment…learning culture, opportunity to practice, degree of support)
• motivational (desire to learn and transfer on the job)
• attitudinal variables (trainees feelings and thinking

Question 16

decision based evaluation

Answer 16

• training evaluation model that specifies the target, focus and methods of evaluation