HC 6 Flashcards
Evaluation of HRD programs
Ultimate goal of HRD
Increasing organizational effectiveness
Effective training can lead to better..
- productivity
- work quality
- motivation
- commitment
- moral & teamwork
- fewer errors
A poorly trained workforce can lead to
Extremely costly errors, injuries and legal issues
E.g. In the US alone, $183.0 billion are spent on employee injuries and deaths linked to insufficient training every year
Definition HRD evaluation
The systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, value, and modification of various instructional activities.
Definition HRD evaluation
The systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, value, and modification of various instructional activities.
7 goals of evaluation
- Determine if the program’s objectives are accomplished
- Identify the strengths and weaknesses of HRD programs
- Determine the cost-benefit ratio of an HRD program
- Decide who should participate in future HRD programs
- Identify who benefited most or least from the program
- Gather data to assist in marketing future programs
- Establish a database to assist management in making decisions
3 Types of evaluation data
- Individual performance data
- System wide performance data
- Economic data
Individual performance data
> Employee’s test scores > Number of units produced > Timeliness of performance > Qualityofperformance > Attendance > Attitudes
System wide performance data
Concerns business unit, team, division, etc. For example: > Productivity > Rework > Scrap > Customer and client satisfaction > Timeliness
Economic data
Includes financial and economic performance of the organization or unit For example: > Profits > Product liability > Avoidance of penalties > Market share
Kirkpatrick’s framework (pyramid) (4)
From top to bottom:
Results
Behavior
Learning
Satisfaction
Return On Investment (ROI) Philip’s
Most common business ratio for determining performance
Formule:
ROI = Results / Training Costs
If ROI < 1, training costs more than benefits accrue
If ROI > 1 benefits accrue
The greater the ratio, the higher the benefit for the organization
Formule ROI
Return On Investment
Verschil Baten / Verschil Kosten
ROI = Results / Training Costs
5 Thinks to consider when calculating training costs
- Direct Costs
> e.g., trainer, course material, food, room, … - Indirect Costs
> e.g., costs for trainer preparation / development, administrative support, marketing program - Development Costs
> e.g., development of videos, piloting the program, redesign costs - Overhead Costs
> e.g., heat and lightening for the training room, maintenance of training equipment - Compesation for Participants
> e.g., salaries and benefits provided to employees participating in the training
Kirkpatrick IN Organizational Practice (4)
> About one-third of organizations use Kirkpatrick’s model
Most organizations do not collect information on all four types of
outcomes
Some feel it only measures what happens immediately after training
Others criticize the lack of specificity in dealing with different types of learning outcomes
> Kraiger, Ford & Salas (1993) provide a useful extension
Name 2 problems in HRD evaluation
- Mono-method Bias
2. Social-desirability Bias
Mono-method Bias
If both reports in a before-and-after evaluation come from the same person at the same time (say, after training), conclusions may be questionable
> Respondents may be more concerned about being consistent in their answers than about providing accurate responses
Social-Diserability Bias
Respondents may report what they think the researcher (or boss) wants to hear rather than the truth
> Employees may be fearful or embarrassed to admit that they learned nothing in a training program
Overclaiming Knowledge
Overclaiming is the tendency to claim knowledge about non- existent items.
Why is Overclaiming Knowledge complex?
Overclaiming is a concrete operationalization of self- enhancement based on respondents’ ratings of their knowledge of various persons, events, products, and so on.
How to measure Overclaiming?
Because 20% of the items are nonexistent, responses can be analyzed with signal detection formulas to index both response bias (over-claiming) and accuracy (knowledge)
What questions should be asked by the following aspacts of Kirkpatrick’s Framework Pyramid?
Results
Behavior
Learning
Satisfaction
Results = Did the training have measurable impact on performance? Behavior = Did the learners behavior change as a result of training? Learning = Did knowledge transfer occur? Satisfaction = Did the learners enjoy the training?
What is the fifth level Phillips (1996) add to the Kirkpatrick evaluation model?
A) Behaviour
B) Learning
C) Return on investment
D) Satisfaction
C) Return on investment (ROI)
