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Training Evaluation (Types of Framework for Training Evaluation (CIPP,…
Training Evaluation
Types of Framework for Training Evaluation
CIPP
Kirkpatrick’s Model
Holton
Kraiger, Ford & Salas
Phillips
Brinkerhoff
Understand the Training Evaluation Mistake
Viewing All Training Programs as Equal
Spending Resources to Evaluate Training Only
Waiting to Evaluate Until After a Program Has Launched
Relying Solely on Standardized Surveys
Not Using Collected Data
Ethical issues concerning Training Evaluation Research
Withholding training
The use of deception
Informed Consent
Pressure to produce findings
Confidentiality
Understanding KirkPatrick Framework
Learning (Level 2)
Whether trainee meet the HRD objectives
Involved a quiz or test - a different method from assessing the participants’ reaction to the program.
Reaction (Level 1)
Focus is on the trainees’ perception about a program and its effectiveness.
Typically use employee satisfaction surveys or questionnaires or get verbal feedback by asking trainees directly.
Behavior (Level 3)
Whether the trainee used what they learnt
Conduct interview or observation of trainee’s on-the-job behavior or viewing organisational records
Result (Level 4)
Whether with training, improved the organisation effectiveness
Economic and operating data are collected and analyzed.
Benefits of Training Evaluation
Evaluation ensures accountability
Check the Cost
Feedback to the Trainer / Training
Introduction to Training Evaluation
The systematic collection of descriptive and judgemental information necessary to make effective training decisions related to the selection, adoption, value and modification of various instructional activities.
Purpose/Objectives
Determine whether a program is accomplishing its objectives.
Identify the strengths and weakness.
Determine the cost-benefit ratio.
Decide who should participate in the future.
Identify which participants benefited the most or least.
Gather data to assist in marketing.
Establish a database to assist management in making decision.
Data collection for Training Evaluation
Types of Data Collection
Direct observation
Interview
Test and Stimulation
Archival Performance Data
Questionnaires
Choosing Data collection methods
Validity
Whether the data collection method actually measures what we want it to measure
Practicality
Concerns how much time, money, and resources are available for an evaluation method
Reliability
Consistency of the results and the freedom from error and bias in a data collection method