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Training Evaluation (Purpose (Determine whether a program is accomplishing…
Training Evaluation
Purpose
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Identify the strengths and weaknesses of HRD programmes, which can lead to changes, as needed
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Ethical Considerations
Confidentiality: Steps should be taken to ensure confidentiality of information collected during the evaluation study
Informed Consent:sign a form to ensure participants are aware of facts and consent to participating in the study
Withholding Training: involving control groups require that some employees receive training while others do not,
Use of Deception: an investigator may feel it will yield better results if employees don’t realise they are in an evaluation study, or if they are given false or misleading information during the study.
Pressure to Produce Positive Results: If the evaluation shows that the program was not effective, the HRD department may lose funding and support and have its activities curtailed.
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Challenges
difficult process which requires time, resources, and expertise that the HRD staff may not have or unwilling to expend.
difficult to assess the impact of training because of external factors beyond the programme such as the economy, equipment, and resource availability.
Those associated with HRD programme may also be afraid of criticism and programme cuts if the evaluation shows that the programme is not effective.
Data Collection
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Types of data
Individual Performance Data: emphasizes an individual trainee’s knowledge and behaviours (i.e Kirkpatrick’s second and third levels).
Systemwide Performance Data: concern the team, division or business unit in which a HRD programme is conducted.
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Definition
"the systematic collection of description and judgmental information necessary to make effective training decisions related to the selection, adoption, value and modification of various instructional activities."