Evaluation of Training Programs

Question 1

Evaluation of Training Programs

Answer 1

evaluation of training programs

conducted to determine if the program has met its objectives.

1. Evaluation Criteria (kirkpatrick)
2. Utility Analysis
3. Formative and Summative Evaluation

Question 2

Evaluation Criteria

Answer 2

Evaluation Criteria

1. Kirkpatrick ID’s 4 level of criteria to assess the effectiveness of the training program:
   
   1. Reaction criteria: evaluate reactions to the program (satisfaction ratings), but are not necessarily linked to job performance.
   2. Learning criteria: evaluate how much they learned due to program
   3. Behavioral Criteria: assess change in performance when they return to the job.
   4. Results Criteria: assess the value of the program in terms of the organizations goals.
      
      1. usually the most important but most difficult to develop and not used much.
2. all 4 are relatively low correlations, so recommended to use more than one level in order to obtain better information about a training program’s effectiveness.

Question 3

Utility Analysis

Answer 3

Utility Analysis

1. Used to evaluate the effectiveness of training programs as well as other programs and procedures.
2. math equation to estimate the program’s financial return on investment
   
   1. U = T x N x d x SD - N x C
   2. Utility in $, T is years of effect, N of people, d effect size, SD of job performance of untrained people in $, C per person $ to train.

Question 4

Formative and Summative Evaluations

Answer 4

1. FORMATIVE: is conducted while a training program is being developed and its results are used to make needed modification to the program before it starts
2. SUMMATIVE: after a program has been implemented in order to assess its outcomes and may include how much trainees have learned and the program’s cost effectiveness.