Beruflich Dokumente
Kultur Dokumente
Training
Evaluation
Develop Measurable
Learning Outcomes and
Analyze Transfer of Training
Develop Outcome
Measures
Choose an Evaluation
Strategy
Cognitive Skill-Based
Outcomes Outcomes
Return on
Affective Results Investment
Outcomes
Outcomes
Outcomes Identified by
Outcomes Needs
Related to
Measured in Assessment
Training
Evaluation and Included
Objectives
in Training
Objectives
70%
60%
50%
Outcome
40% 38%
30%
20% 15% 9%
10%
0%
Reaction Cognitive Behavior Results
Outcomes
McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights 6-
Training Program Objectives and Their
Implications for Evaluation:
Objectiv
e
Learnin Transfer
g
Outcom
es
Reactions: Did trainees like the Skill- Ratings by peers or
program? Based: managers based on
Did the environment help observation of behavior
learning?
Was material meaningful?
Cognitive: Pencil-and-paper tests Affective: Trainees’ motivation or job
attitudes
Skill- Performance on a work Results: Did company benefit
Based: sample through sales, quality,
productivity, reduced
accidents, and complaints?
Performance on work
© 2005 The McGraw-Hill Companies, Inc. All rights 6-
McGraw-Hill/Irwin
Evaluation Designs: Threats to Validity
Pre- and
Posttests
Use of
Comparison
Groups
Random
Assignment
McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights 6-
Types of Evaluation Designs
Posttest – only Time Series
Time Series with Trainees and Yes Yes, several High Medium High
Comparison Comparison
Group and
Reversal
Compensation
Development Overhead for
Costs Costs Trainees