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Slide 1
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Scene 1 / Deborah’s Office
(Talking to the student)
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Deborah: Hello!
Last week, we reviewed the Computer-based training methods. Remember, these methods are excellent in terms of time and consistency of the training. However, they have higher implementation cost than the traditional methods.
In addition, we covered the development and implementation of our training program. We reviewed the components of an instructional strategy or training plan and we decided to work under the Experiential Learning Model.
Now that we have only two weeks to go, we must decide how we will evaluate our training program.
We must evaluate our training program to guarantee continuing support to any future training effort.
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Slide 2
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Scene 2 / Taormina’s Conference Room
(Talking to the student)
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Deborah: One important concept related to evaluation is Return on Investment.
Return on Investment, or ROI, is a performance measure used to evaluate the efficiency of an investment. This ROI could be measured in monetary or non-monetary terms.
Designing the evaluation of training consists of two phases. Let’s review them.
The first phase is process data evaluation and the second phase is outcome data evaluation.
Process data evaluation compares the developed training to what actually takes place in the training program.
Outcome data evaluation determines how well training has accomplished its objectives.
Let’s take a look at where they fit into the evaluation phase of the training process model.
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Slide 4
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Scene 3/ Taormina’s Conference Room
(Deborah talking to student)
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Deborah: We need to outline the steps of our process data evaluation. Remember, process data evaluation is used to compare the executed training with the planned training.
Our first step is analyzing the processes used to develop the training for Taormina. This is called the “before training” step.
Second, we need to analyze the processes and techniques used to deliver the training program. This is called the “during training” step.
Now let’s review the outcome data evaluation. Remember, outcome data evaluation is used to determine how well the training met or is meeting its goals.
There are four levels of outcome data evaluation: reactions, learning, job behavior, and organizational results.
We need to review all of them before we decide which one to use.
Let’s see…
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Slide 5
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Interactive Slide
Students will interact with buttons on the slide to view information about each level of outcome data evaluation.
Level
Definition
Reactions
Used to determine what the trainees thought about the training.
Learning
Serves as a pre-training measure of trainees’ knowledge, attitude, and skills.
Job Behavior
Determines whether the training transferred to the job.
Organizational Results
Determines if any change after the training was completed.
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Slide 6
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Scene 4/ Deborah’s office
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Deborah: Okay! We need to decide which level to use for Taormina. Remember, this is Taormina’s first training program, so you might want to cover all angles.
What do you think?
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Slide 7
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Scene 5/Test your Knowledge
What level or levels of outcome data evaluation are most applicable to Taormina’s new training program?
Reaction: Incorrect. We need to know the trainees’ impression about our training program. This will assist us in improving future training efforts. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Learning: Incorrect. We can compare the effectiveness of the training by assessing trainees’ KSAs before the training occurs. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Job Behavior: Incorrect. This level is an attitudinal measure, which will provide data about the effectiveness of the training opportunity. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Organizational Result: Incorrect. We need to review how well our training objective solves Taormina’s sales issue. However, we might need to evaluate something else to confirm the effectiveness of our training program.
All of the above: Correct! We should use all of them to fully evaluate the outcome of our first training program. Through these four levels, we will obtain enough data to improve any future training effort.
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Deborah: We need to know the trainees’ impression about our training program. This will assist us in improving future training efforts. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Deborah: We can compare the effectiveness of the training by assessing trainees’ KSAs before the training occurs. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Deborah: This level is an attitudinal measure, which will provide data about the effectiveness of the training opportunity. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Deborah: We need to review how well our training objective solves Taormina’s sales issue. However, we might need to evaluate something else to confirm the effectiveness of our training program.
Deborah: I agree! We should use all of them to fully evaluate the outcome of our first training program. Through these four levels, we will obtain enough data to improve any future training effort.
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Slide 8
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Scene 6/Deborah’s Office
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Deborah: Great job today!
We understood the importance of evaluating training programs and we reviewed the steps of the evaluation process.
We discussed how important it is to evaluate the process data and the outcome data. Remember, the evaluation of training will ensure continuing support to our HR training initiatives.
Please participate in discussions about the topics we covered today, as well as completing relevant e-Activities.
See you soon!
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