Chapter 6 focuses on the evaluation of training programs and learner outcomes. It explains the criticality of evaluating whether the training has accomplished its objectives and, particularly, whether job performance and organizational results have improved as a result. Formative and summative evaluation are discussed and compared and reasons for evaluating are identified. The process of evaluating training is outlined and outcomes used to evaluate training are described in some detail. Kirkpatrick's four-level model incorporating four major levels of evaluation is highlighted; and five major categories of outcomes are presented more extensively. Another important issue, regarding how good the designated outcomes are, is addressed. Perhaps most importantly, the calculation of return on investment for the training dollar. Objectives As a result of reading and discussing this chapter, students should be able to 1. Explain why evaluation is important. 2. Identify and choose outcomes to evaluate a training program. 3. Apply Kirkpatrick's four levels of evaluation to your programs 4. Discuss the process used to plan and implement a good training evaluation. 5. Conduct a cost-benefit analysis for a training program. Show
15.The extent to which outcomes can be measured consistently over time is referredto asA)Reliability.B)Discrimination.C)Relevance.D)Practicality.Answer: APage: 179 16.The extent that training outcomes measure inappropriate capabilities or areaffected by extraneous conditions is calledPage: 178 Get answer to your question and much more 17.The ease of collecting outcome measures is an important issue to companies.This is referred to asPage: 180 Get answer to your question and much more 18.The value that the company gains from the training program are calledPage: 178 Get answer to your question and much more 19.Threats to internal validity areA)Not a possibility in most company training programs.B)Factors that jeopardize the transferability of learning back to thejob.C)An issue for internal trainers, not external consultants.D)Characteristics that can cause the evaluation study to reach thewrong conclusions about training effectiveness.Answer: DPage: 182 refers to the benefits that the company and the trainees receive from training. Benefits for trainees include learning new skills or behaviors. Benefits for company includes increased sales and more satisfied customers. refers to measures that the trainer and the company use to evaluate training programs. training outcomes / criteria refers to the process of collecting the outcomes needed to determine whether training is effective. refers to the collection of information that will be used to determine the effectiveness of the training program. refers to the evaluation of training that takes place during program design and development. refers to the process of previewing the training program with potential trainees and managers or with other customers. refers to an evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program. refers to trainees' perceptions of the program, including the facilities, trainers, and content. are used to determine the degree to which trainees are familiar with the principles, facts, techniques, procedures, and processes emphasized in the training program. are used to assess the level of technical or motor skills and behaviors. outcomes that include attitudes and motivation. are used to determine the training program's payoff for the company. refers to comparing the training's monetary benefits with the const of the training. Referred to as level 5 evaluation. return on investment (ROI) costs that include salaries and benefits for all employees involved in training, including trainees, instructors, consultants, and employees who design the program; program materials and supplies; equipment or classroom rentals or purchases; and travel costs. costs that are not related directly to the design, development, or delivery of the training program. these are the value that the company gains from the training program. refers to the extent to which training outcomes are related to the learned capabilities emphasized in the training program. refers to the extent that training outcomes measure inappropriate capabilities or are affected by extraneous conditions refers to the failure to measure training outcomes that were emphasized in the training objectives. refers to the degree to which outcomes can be measured consistently over time. refers to the degree to which trainees' performance on the outcome actually reflects true differences in performance. refers to the ease with which the outcome measures can be collected. refers to factors that will lead an evaluator to question either the believability of the study results or the extent to which the evaluation results are generalizable to other groups of trainees and situations. refers to the believability of study results. refers to the generalizability of the study results to other groups and situations. a baseline measure of the training outcome. a measure of outcomes taken after training is taken. refers to a group of employees who participate in the evaluation study but do not attend the training program. refers to employees in an evaluation study performing at a high level simply because of the attention they are receiving. refers to assigning employees to the training or comparison group on the basis of chance alone. refers to an evaluation design in which only post training outcomes are collected. refers to an evaluation design in which both pre training and post training outcomes measures are collected. refers to an evaluation design that includes trainees and a comparison group. pre-test / post-test with comparison group refers to an evaluation design in which training outcomes are collected at periodic intervals both before and after training. refers to a time period in which participants no longer receive training intervention. design combines the pre-test / post-test comparison group and the post test only control group design. in this situation is the process of determining the economic benefits of a training program using accounting methods that look at training costs and benefits. is a cost-benefit analysis method that involves assessing the dollar value of training based on estimates of the difference in job performance between trained and untrained employees, the number of individuals trained, the length of time a training program is expected to influence performance, and the variability in job performance in the untrained group of employees. refers to the process through which evaluation demonstrates to key business stake holders that their training expectations have been satisfied. return on expectations (ROE) refers to concrete examples of the impact of training that show how learning has led to results that the company finds worthwhile and the managers find credible. refers to the practice of using quantitative methods and scientific methods to analyze data from human resources databases, corporate financial statements, employee surveys, and other datasources to make evidence based decisions and show that human resource practices influence important company metrics. refers to a computer interface designed to receive and analyze the data from departments within the company to provide information to managers and other decision makers. Are used to determine the degree to which trainees are familiar with principles facts techniques procedures or processes emphasized in the training program?Specifically, cognitive outcomes are used to determine the degree to which trainees are familiar with principles, facts, techniques, procedures, or processes emphasized in the training program. It includes verbal knowledge, knowledge organization, and cognitive strategies.
Which is the best training outcome measure?A pencil-and-paper test is the best means for measuring skill-based outcomes.
Is refers to the extent to which training outcomes are related to the learned capabilities emphasized in the program?6-18 DeterminingWhether Outcomes areAppropriate Criteria Relevance The extent to which training outcomes are related to the learned capabilities emphasized in the training program. Criterion contamination - the extent that training outcomes measure inappropriate capabilities or are affected by extraneous conditions.
What is the term referring to the training outcomes being related to the learned capabilities in the training program?Skill-based outcomes are used to access the level of technical or motor skills and behaviors. Skill-based outcomes include acquisition or learning of skills, use of skills on the job. Affective outcomes include attitudes and motivation.
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