Training Evaluation
List three reasons to evaluate training.
- To identify program strengths and weaknesses
-To assess whether the content, organization, and administration of the program contributes to learning and the use of training content on the job.
-To identify which trainees benefit the most or least from the program.
-To assist in marketing programs
-To determine the financial benefits and costs of the program.
-To compare the costs and benefits of training versus non-training investments
-To compare the costs and benefits of different training programs to choose the best program.
When calculating ROI, what are the key values you need?
Net benefits and total cost
What is the purpose of a control group and how does it impact the validity of the training design?
Control group serves as baseline to compare experimental group to, which helps researchers figure out how much of the outcomes can be attributed to the training; increases internal validity
What year was UTC founded?
1886
How does the sample size effect the statistical power of the results? What factors should be examined when choosing a sample size?
The bigger the sample size, the more statistical power, and the better likelihood of finding true effects
factors:
-effect size
-significance level
-variability
What does ROI stand for and why is it important to organizations?
Return on Investment; it assesses the cost-effectiveness of a training program and helps organizations decide if the training is worth the resources invested.
What is the instrumentation effect in relation to internal validity? How can this threat be minimized?
When the measurement instrument affects the results of the training program, deceases internal validity.
Minimize by using consistent and reliable measures, train assessors often to insure consistent ratings
What do Tom Hanks, Michael Keaton, Ellen Degeneres, and Owen Wilson all have in common?
They have all voiced Pixar characters
What ethical issues might occur when using a design that has a comparison or control group?
- informed consent
- those in control group aren't getting training that could benefit them seen as withholding training
- harm from not receiving training (harm to career development
Name 4 of the 7 sources of cost.
Program development or purchase
Instructional materials for trainers and trainees
Equipment and hardware
Facilities
Travel and lodging
Salary of trainer and support staff
Cost of lost productivity while trainees attend program (or cost of temp employees)
How can a history effect threaten the internal validity of a training program? How would this type of effect be controlled?
Event outside of training that impacts the results of the program, can no longer attribute outcomes solely to training
Control by using comparison groups, keeping track of important outside events using interviews and questionnaires, randomly assign trainees to groups
How many time zones are there in Russia?
11
In the Kirkpatrick model, what are the levels and what does each level assess?
Level 1:Reaction - Trainees' initial reactions and feelings about training program
Level 2:Learning - How much new information and skills trainees learned during the program
Level 3:Behavior - How well trainees apply the skills and knowledge they learned in their job
Level 4:Results - How the training impacts the company
How can organizations use ROI data to continuously improve their training programs?
- shows which programs are most effective / need improvement
- allows organizations to allocate resources strategically
- show stakeholders the positives associated with training through ROI results
What are the trade-offs between internal validity and statistical conclusion validity?
- Overly strong internal validity could decrease statistical validity because it is too controlled to generalize outside of the program
- smaller sample sizes (ex. 20 people split to control and experimental group) increase internal validity, decreases statistical validity
- larger sample size (ex. 20 people in one experimental group) increase statistical validity, decrease internal validity
Who is the best HR Training course professor?
Dr. O