COURSE PACKET 4

Question 1

refers to the evaluation of training that takes place during program design and development. That is, 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. It provides information about how to make the program better; usually involves collecting qualitative data about the program.

Answer 1

Formative evaluation

Question 2

refers to an evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program. That is, have trainees acquired knowledge, skills, attitudes, behavior, or other outcomes identified in the training objectives? Summative evaluation may also include measuring the monetary benefits (also known as return on investment or ROI) that the company receives from the program. It usually involves collecting quantitative (numerical) data through tests, ratings of behavior, or objective measures of performance such as volume of sales, accidents, or patents.

Answer 2

Summative evaluation

Question 3

Kinds of Standard Training Evaluation

Answer 3

a. Formative evaluation
b. Process evaluation
c. Outcome evaluation
d. Impact

Question 4

provides ongoing feedback to the curriculum designers and developers to ensure that what is being created really meets the needs of the intended audience.

Answer 4

Formative evaluation

Question 5

provides information about what occurs during training. This includes giving and receiving verbal feedback.

Answer 5

Process evaluation

Question 6

determines whether or not the desired results (e.g., what participants are doing) of applying new skills were Achieved in the short-term.

Answer 6

Outcome evaluation

Question 7

determines how the results of the training affect the strategic goal

Answer 7

Impact

Question 8

The Evaluation Process

Answer 8

Conduct a Needs Analysis
Develop Measurable Learning Objectives and Analyze Transfer of Training
Develop Outcome Measures
Choose an Evaluation Strategy
Plans and Execute the Evaluation

Question 9

Criteria for Evaluation of Training

Answer 9

Reaction outcomes
Learning or cognitive outcomes
Behavior and skill-based outcomes
Affective outcomes
Results
Return on Investment (ROI)

Question 10

refer to the trainees’ perceptions of the program, including the facilities, trainers, and content. These are often referred to as a measure of “creature comfort” and called class or instructor evaluations.

Answer 10

Reaction outcomes

Question 11

are used to determine to which trainees are familiar with the principles, facts, techniques, procedures, and processes emphasized in the training program.

Answer 11

Learning or cognitive outcomes

Question 12

are used to assess the level of technical or motor skills and behaviors. These include acquisition or learning of skills (skill learning) and use of skills on the job (skill transfer).

Answer 12

Behavior and skill-based outcomes

Question 13

include attitudes and motivation. These that might be collected in an evaluation include tolerance for diversity, employee engagement, motivation to learn, safety attitudes, and customer service orientation. These can be measured using surveys.

Answer 13

Affective outcomes

Question 14

are used to determine the training program’s payoff for the company.

Answer 14

results

Question 15

refers to comparing the training’s monetary benefits with the cost of the training. This can be measured and communicated based on a percentage or a ratio.

Answer 15

Return on Investment (ROI)

Question 16

former Professor Emeritus at the University of Wisconsin,
first published his model in 1959. He updated it in 1975, and again in 1993, when he
published his best-known work, “Evaluating Training Programs.”

Answer 16

Donald Kirkpatrick

Question 17

“Four Levels of Training
Evaluation.”

Answer 17

Level 1: Reaction – How well they liked the training
Level 2: Learning – How much they learned
Level 3: Behavior – How well they applied the learning to work
Level 4: Results – What return the training investment yielded

Question 18

refer to factors that will lead an evaluator to question either (1) the believability of the study results or (2) the extent to which the evaluation results are generalizable to other groups of trainees and situations.

Answer 18

Threats to validity

Question 19

generalizability of the study results to other groups and situations

Answer 19

External validity

Question 20

Methods to Control for Threats to Validity

Answer 20

Pretests and post-tests – establishing a baseline or pretraining and post-training
measures.

Use of comparison groups – a group of employees who participate in the evaluation study but do not attend the training program

Hawthorne effect – employees in an evaluation study performing at a high level simply because of the attention they are receiving.

Random assignment – assigning employees to the training or comparison group on the basis of chance alone.