Tải bản đầy đủ - 0 (trang)
Table 6.1 - Kirkpatrick’s Four-Level Framework of Evaluation Criteria

Table 6.1 - Kirkpatrick’s Four-Level Framework of Evaluation Criteria

Tải bản đầy đủ - 0trang

Outcomes Used in the Evaluation

of Training Programs

 The hierarchical nature of Kirkpatrick’s

framework suggests that higher level

outcomes should not be measured unless

positive changes occur in lower level

outcomes.

 The framework implies that changes at a

higher level are more beneficial than

changes at a lower level.

6-12



Outcomes Used in the Evaluation

of Training Programs (cont.)

 Kirkpatrick’s framework criticisms:

Research has not found that each level is

caused by the level that precedes it in the

framework, nor does evidence suggest that

the levels differ in importance.

The approach does not take into account the

purpose of the evaluation.

Outcomes can and should be collected in an

orderly manner, that is, measures of reaction

followed by measures of learning, behavior,

and results.

6-13



Table 6.2 - Evaluation Outcomes



6-14



Outcomes Used in the Evaluation

of Training Programs (cont.)

 Reaction outcomes

It is collected at the program’s conclusion.



 Cognitive outcomes

They do not help to determine if the trainee

will actually use decision-making skills on the

job.



 Skill-based outcomes

The extent to which trainees have learned

skills can be evaluated by observing their

performance in work samples such as

simulators.



6-15



Outcomes Used in the Evaluation

of Training Programs (cont.)

 Return on investment

Direct costs - salaries and benefits for all

employees involved in training; program

material and supplies; equipment or

classroom rentals or purchases; and travel

costs.

Indirect costs - not related directly to the

design, development, or delivery of the

training program.

Benefits - value that the company gains from

the training program.

6-16



Determining Whether

Outcomes are Appropriate

Criteria

Relevance



The extent to which training outcomes are related to the

learned capabilities emphasized in the training program.

Criterion contamination - the extent that training

outcomes measure inappropriate capabilities or are

affected by extraneous conditions.

Criterion deficiency - the failure to measure training

outcomes that were emphasized in the training objectives.



Reliability



The degree to which outcomes can be measured

consistently over time.



Discrimination



The degree to which trainees’ performance on the

outcome actually reflects true differences in performance.



Practicality



The ease with which the outcome measures can be

collected.

6-17



Figure 6.2 - Criterion Deficiency,

Relevance, and Contamination



6-18



Figure 6.4 - Training Program Objectives

and Their Implications for Evaluation



6-19



Tài liệu bạn tìm kiếm đã sẵn sàng tải về

Table 6.1 - Kirkpatrick’s Four-Level Framework of Evaluation Criteria

Tải bản đầy đủ ngay(0 tr)

×