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Which design measures training success criterion following completion of the training program?
Which design measures training success criterion following completion of the training program?
What type of design compares criterion measures collected before and after the program's introduction?
What type of design compares criterion measures collected before and after the program's introduction?
Which design uses four groups, two of which are trained and two that are not, and uses a 2x2 factorial ANOVA?
Which design uses four groups, two of which are trained and two that are not, and uses a 2x2 factorial ANOVA?
What type of design is used when it is impossible to assign trainees randomly to experimental and control groups?
What type of design is used when it is impossible to assign trainees randomly to experimental and control groups?
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What is the purpose of a pretest-posttest design?
What is the purpose of a pretest-posttest design?
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What is the main advantage of using a control group design?
What is the main advantage of using a control group design?
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What is the ultimate purpose of employee training according to the content?
What is the ultimate purpose of employee training according to the content?
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What is the first step in the ADDIE Model for instructional design and training development?
What is the first step in the ADDIE Model for instructional design and training development?
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What is the primary focus of Training-Level Criteria in evaluating a training program?
What is the primary focus of Training-Level Criteria in evaluating a training program?
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According to the study by Gubler and Pierce, what is a positive outcome for both employees and organizations?
According to the study by Gubler and Pierce, what is a positive outcome for both employees and organizations?
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Which of the following is a limitation of Level 1: Reactions Criteria?
Which of the following is a limitation of Level 1: Reactions Criteria?
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What is the definition of training according to Goldstein and Ford?
What is the definition of training according to Goldstein and Ford?
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What is the purpose of giving both a pre-test and a post-test in Level 2: Learning Criteria?
What is the purpose of giving both a pre-test and a post-test in Level 2: Learning Criteria?
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What is the primary focus of Level 3: Behavioral Criteria in evaluating a training program?
What is the primary focus of Level 3: Behavioral Criteria in evaluating a training program?
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What is the ranking of training in its effect on productivity compared to appraisal and feedback and goal setting?
What is the ranking of training in its effect on productivity compared to appraisal and feedback and goal setting?
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What is the purpose of using a control group in Level 3: Behavioral Criteria?
What is the purpose of using a control group in Level 3: Behavioral Criteria?
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What is the second step in the ADDIE Model for instructional design and training development?
What is the second step in the ADDIE Model for instructional design and training development?
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What is the primary reason for organizations to invest in employee training?
What is the primary reason for organizations to invest in employee training?
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What is the primary focus of Level 4: Results Criteria in evaluating a training program?
What is the primary focus of Level 4: Results Criteria in evaluating a training program?
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What is the purpose of setting criteria in evaluating a training program?
What is the purpose of setting criteria in evaluating a training program?
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What is the ultimate goal of employee training?
What is the ultimate goal of employee training?
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What is the purpose of selecting a design for the study in evaluating a training program?
What is the purpose of selecting a design for the study in evaluating a training program?
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What is the purpose of collecting data in evaluating a training program?
What is the purpose of collecting data in evaluating a training program?
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What is the final step in evaluating a training program?
What is the final step in evaluating a training program?
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Study Notes
Retirement Savings Plan
- Employees who contribute to a retirement savings plan tend to be healthier than non-contributors, which is a positive outcome for both employees and organizations (Gubler & Pierce, 2014).
Definition of Training
- Training is an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.
- The ultimate purpose of employee training is to increase an organization's profits.
Training & Development
- Training has an impressive record of influencing performance, scoring higher than appraisal and feedback, and just below goal setting in its effect on productivity (Dessler, 2013).
The ADDIE Model for Instructional Design
- The ADDIE Model consists of five stages: Analyze, Design, Develop, Implement, and Evaluate.
- Analyze: Assess the learning needs, identify goals, and analyze the target audience.
- Design: Create a blueprint for the learning program, including content, activities, and assessments.
Training Evaluation Designs
- Posttest-Only Design: Measures training success criterion following completion of the training program.
- Pretest-Posttest Design: A non-experimental design that compares criterion measures collected before and after the program's introduction.
- Control Group Design: A true experiment design that compares trainees' performance in the treatment group, which receives the training, and one control group, which does not undergo any training.
- Solomon Four-Group Design: A method of evaluation that uses four groups, two of which are trained and two that are not (use 2x2 factorial ANOVA).
- Nonequivalent Control Group Design: A quasi-experimental design used when it is impossible to assign trainees randomly to experimental and control groups.
Evaluating a Training Program
- 5 steps in evaluating a training program: Set criteria for evaluation, select a design for the study, select measures to assess criteria, collect data for the study, and analyze and interpret the data.
Kirkpatrick's 4 Levels of Training Evaluation
- Level 1 - Reactions Criteria: Measure the impressions of trainees, including their assessments of the program's value, the amount of learning they received, and their enjoyment of the program.
- Level 2 - Learning Criteria: Measure the amount of learning that has taken place.
- Level 3 - Behavior Application Criteria: Measure the amount of newly learned skills displayed once the trainee has returned to the job.
- Level 4 - Results Criteria: Measure the outcomes that are important to the organization, such as increased trainee work output.
Level 1: Reactions Criteria
- Criticisms: Too subjective, may become a popularity contest.
- Limitations: Does not measure learning or ability to apply learning on the job, cannot measure changes in attitudes or beliefs.
- Categories: End-of-session evaluation form should include content, materials, instructional methods, trainer, environment, logistics, and recommendations.
Level 2: Learning Criteria
- Measure the extent to which participants change attitudes, improve knowledge, and/or increase skill as a result of attending the program.
- Tests: Give both a pre-test and a post-test to get an even more accurate picture of what the participants have learned.
- Observation: Trainers can watch participants practicing and applying skills, tools, and techniques during the session.
- Interviews: Shortly after the training, interview the participants and ask them what they learned in the session.
Level 3: Behavioral Criteria
- Answers the question: "How has the training affected the way participants perform on the job?"
- Challenges: Time-consuming and costly; requires good organizational and follow-up skills and processes.
- Methods: Observations of employees back on the job, interviews of those affected by the training participant, surveys, and control group to compare results.
- Time considerations: Enough time for the behavior change to take place could be three to six months after attending the training.
Level 4: Results Criteria
- Determines the impact of the training on the organization.
- Critical success factors: Production output, sales, operating costs, customer satisfaction, quality standards, safety record, turnover rate, absenteeism, employee grievances, employee satisfaction, budget variances, promotions.
- Limitations: Time-consuming, costly, and difficult (many variables come into place after the participant leaves the training).
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Description
This quiz explores the relationship between retirement savings and employee health, based on a study suggesting that contributors to retirement plans tend to be healthier.
