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Training Evaluation (Data Collection (Interview (One-to-one conversation…

- - - - Adv: Flexible, opportunity for clarification, depth possible personal contact
      - Disad: high reactive effects, high cost, face-to-face threat potential, labour intensive, trained observers needed
  - - - Adv: Low cost to administer, honesty increased, anonymity possible, respondent sets the pace, variety of options
      - Disad: Possible inaccurate data, response conditions not controlled, respondents set varying paces, uncontrolled return rate
  - - - Adv: Non-threatening, excellent wat to measure behaviour change
      - Disad: Possibly disruptive, reactive effects are possible, may be unreliable, need trained observers
  - - - Adv: Reliable, objective, close relation to job performance, includes cognitive, psychomotor and affective domains
      - Disad: Time consuming, simulations often difficult to create, high costs to development and use
  - - - Adv: Reliable, Objective, job-based, easy to review, minimal reactive effects
      - Disad: Criteria for keeping/discarding records, information system discrepancies, indirect, not always usable records prepared for other purposes
- - - - 3 resolution to overcome potential biases
        
        a. unbiased procedures to choose employees (lottery)
        
        b. If training is effective for employees, the reminding employees are assured to be trained in the same program
        
        c. Research design can be modified to ensure all employees are trained
- - - - 2 potential problems
        
        a. Mono-method bias: conducting evaluation at the same time for before and after training evaluation
        
        b. Socially desirable responses: report things manager wish to hear
- - - - Consistency of results & freedom of error
    - - Data collected is what is needed
    - - How much time, money & resources are available for an evaluation method