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Outcomes Used in Evaluating Training Programs: (4 of 4)
Return on Investment (ROI)
comparing the training’s monetary benefits with the cost of the training
direct costs
indirect costs
benefits
Determining Whether代写留学生论文 Outcomes Are Good
Good training outcomes need to be:
Relevant
Reliable
Discriminative
Practical
Good Outcomes: Relevance
Criteria relevance – extent to which training programs are related to learned capabilities emphasized in the training program
Criterion contamination – extent that training outcomes measure inappropriate capabilities or are affected by extraneous conditions
Criterion deficiency – failure to measure training outcomes that were emphasized in the training objectives
Criterion deficiency, relevance, and contamination:
Good Outcomes (continued)
Reliability – degree to which outcomes can be measured consistently over time
Discrimination – www.51lunwen.orgdegree to which trainee’s performances on the outcome actually reflect true differences in performance
Practicality – the ease with which the outcomes measures can be collected
Training Evaluation Practices
Training Program Objectives and Their Implications for Evaluation:
Evaluation Designs: Threats to Validity
Threats to validity refer to a factor that will lead one to question either:
the believability of the study results (internal validity), or
the extent to which the evaluation results are generalizable to other groups of trainees and situations (external validity)
Threats to Validity
Threats to Internal Validity
Company
Persons
Outcome Measures
Methods to Control for Threats to Validity (1 of 2)
Methods to Control for Threats to Validity (2 of 2)
Pretests and Posttests – to improve the internal validity of the study results:
pretraining measure
posttraining measure

Use of comparison groups
Hawthorne effect

Types of Evaluation Designs
Posttest – only

Pretest / Posttest

Pretest / Posttest with Comparison Group
Comparison of Evaluation Designs(1 of 2)
Comparison of Evaluation Designs(2 of 2)
Example of a Pretest / Posttest Comparison Group Design:
Example of a Time Series Design
Example of a Solomon Four-Group Design:
Factors That Influence the Type of Evaluation Design
Conditions for choosing a rigorous evaluation design: (1 of 2)
The evaluation results can be used to change the program
The training program is ongoing and has the potential to affect many employees (and customers)
The training program involves multiple classes and a large number of trainees
Cost justification for training is based on numerical indicators
Conditions for choosing a rigorous evaluation design: (2 of 2)
You or others have the expertise to design and evaluate the data collected from the evaluation study
The cost of training creates a need to show that it works
There is sufficient time for conducting an evaluation
There is interest in measuring www.51lunwen.orgchange from pre-training levels or in comparing two or more different programs
Importance of Training Cost Information
To understand total expenditures for training, including direct and indirect costs
To compare costs of alternative training programs
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