Ch. 7 Evaluating HRD Programs.pptx - Figure 7-1 Training and HRD Process Assessment Design Implementation Evaluation Assess needs Prioritize needs

Ch. 7 Evaluating HRD Programs.pptx - Figure 7-1 Training...

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Unformatted text preview: Figure 7-1: Training and HRD Process Assessment Design Implementation Evaluation Assess needs Prioritize needs Define objectives Select evaluation criteria Develop lesson plan Determine evaluation design Develop/acquire materials Select trainer/leader Select methods and techniques Schedule the program/intervention Deliver the HRDprogram or intervention Conduct evaluation of program or intervention Interpret results ff e e cc Purpose tt ii vv e e tt rr a a ii n n ii n n g g of Evaluation s t Importance Evaluation b e n e f i t r a t of Training a n Training i e s t h a t m a Evaluation Why Evaluate Training Programs? Identify where adjustments are needed Assess the learning environment •• Do Do Trainees Trainees like like the the program program (Reactions)? (Reactions)? •• Do Do trainees trainees acquire acquire knowledge, knowledge, skills, skills, and and abilities abilities in in the the program program (Learning)? (Learning)? Assess transfer of training •• Does Does Behavior Behavior change change occur occur (Behavior)? (Behavior)? •• Do Do we we get get a a return return on on investment investment (Results)? (Results)? t e Reasons for Evaluating i t s c o n t r i b o cReasons e Done s s D i f f i c u l t Evaluation Isn’t Approaches to Evaluation Formative Evaluation Summative Evaluation t c oThe m e s M e a s u r e Evaluation Process Categories of Outcomes (Kirkpatrick) Affective (reactions) Cognitive (learning) Skill-based (behavior) Results •• Return Return on on Investment Investment Direct Direct costs costs Indirect Indirect costs costs Benefits Benefits ee // u u ss ee ff u u ll n n ee ss ss Expanded Framework oo ff tt h h ii rr n n ii n n g g Expanded Framework (cont. 2) d d oo ee ss tt h h ee tt rr aa ii Expanded Framework (cont. 3) tt h h ee n n ee w w ll yy aa cc q q u u ii rr ee d d vv e e Expanded ss (cont. 4) tt m m e e n n tt (( R R O O II )) ff Framework wHow to Measure o Outcomes r k s a m p l e , Data Collection Methods for Evaluation Interview Questionnaire Direct Observation Tests and simulations Archival performance data y Choosing V a Methods l i d i t y •• D D ii ss cc Data Collection r e Threats s s i o n t o w a r d to Internal Validity e r Threats a Validity c t i o n b e t w e to External U sControlling eValidity o f c o m p a r i for Threats to e dTypes •• II n n d d ii vv ii d d u u a a ll p p e e of Data e l Individual i Data n e s s o f p e r Performance u d System-Wide e s •• PP rr o o d d u u cc tt ii vv ii tt Performance o o ff ii Economic tt ss •• PP rr o o d d u u cc tt ll ii Data r eTypes of t Designs e s t / P o s t t e s Evaluation changed?) changed?) Factors that Influence Importance Importance (Implications (Implications of of a a poor poor Choice of an Evaluation program) program) Size Size (# (# of of trainees) trainees) Strategy Purpose Purpose and and Nature Nature of of Training Training (Objectives) (Objectives) Culture Culture (Do (Do we we need need to to demonstrate demonstrate results?) results?) Expertise Expertise (Can (Can we we analyze analyze a a complex complex study?) study?) Cost Cost (Investment (Investment in in training, training, budget budget for for evaluation) evaluation) Time-frame Time-frame (When (When do do we we need need the the information?) information?) g nWhy Used i n s t r u m e n t s Best Designs Aren’t b b e e Ethical Issues in p p Evaluation Research rr o o vv ii d d e e d d ii ff ff i vAssessing eTerms n e s s M e a s u r e HRD in Dollar n n d d Types of Cost Analysis h h e e a a ll tt h h C o s t e CReturn o(ROI) s t s I f R O I < on Investment t s DTraining e t e r m i n e c o m p Cost Analysis ...
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  • Spring '16
  • Trigraph, Programs, Assess transfer of training

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