Did the trainees have positive reactions to training 2 Did the trainees learn

Did the trainees have positive reactions to training

This preview shows page 6 - 9 out of 11 pages.

1.Did the trainees have positive reactions to training? 2.Did the trainees learn the material covered in the training? 3.Did the trainees apply what they learned in training and realize a change in their work behavior? 4.Did the organization see positive organizational results following training?
Image of page 6
1. Immediate knowledge learned 2. Knowledge retention 3. Behavioral/skill demonstration Behavioral criteria - Assessed in the workplace - On-the-job behavior may be assessed using self-report inventories , where trainees rate their own behavior, or by having supervisors complete a report  on a trainee’s  actions when performing the task - Evaluator may observe the employee’s on-the-job performance - Evaluator may be able to use objective indices of performance  to assess  behavioral change Organizational criteria - Assessment of outcomes usually involves the analysis of organizational records - Evaluator will want to compare the organization’s performance  after the training  program is complete to its performance prior to training - Having both pre- and post-training information  will allow evaluator to reach a  conclusion about any improvements in organizational outcomes  that are a result  of training Learning theory and training design Two major approaches to the study of learning 1. Behaviorist perspective 2. Cognitive perspective Behaviorist theory:  learning in terms of observable stimuli and responses - A person’s behavior is a product of the person’s past experience  in an  environment
Image of page 7
- Experience gained during training should influence later job performance - Transfer of training:  the degree to which the knowledge, skills, and abilities 
Image of page 8
Image of page 9

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture