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Evaluating Training Programs

Evaluating training programs, or training evaluations, can vary from a simple survey of the trainees to see how they felt about the training program to more complex organizational analyses, such as evaluating the training effect on productivity. Transfer of training is a key issue for organizations. Transfer of training occurs when employees apply the knowledge and skills gained in training to actual on-the-job performance. Unfortunately, it is often the case that transfer of training does not take place. For example, how would you feel if you learned that the paramedics you might rely on in an emergency indicated that they felt satisfied with their training, but they were unable to transfer their training, such as the knowledge needed to defibrillate you during a heart attack? What, then, is an ideal way to approach the training evaluation? In the late 1950s, Donald Kirkpatrick provided four useful techniques to evaluate training programs: trainee reaction, learning, behavior, and results. Since it was introduced in the late 1950s, his hierarchy has now become a standard in evaluating training programs within organizations (Kraiger, 2003). Consider the research about the effectiveness of training design and training evaluation. How would you determine the methods used to evaluate job training?

For this Discussion, imagine that you are a personnel consultant advising a human resources manager who is contracting for the evaluation of a large training program. Presume the client is concerned about a serious organizational issue. Select one of the following scenarios that the training may address:

• Workers in a nuclear power plant being lax in following procedures
• Stress affecting airline pilots
• Poor customer service by a large number of retail employees

Reference:

Kraiger, K. (2003). Perspectives on training and development. In W. C. Borman, D. R. Ilgen, R. J. Klimoski, I. B. & Weiner(Eds.), Handbook of psychology: Vol. 12. Industrial and organizational psychology (pp. 171–192). Hoboken, NJ: John Wiley & Sons, Inc.

With these thoughts in mind:

Post by Day 4 a brief description of the scenario that you selected. Then, describe three factors you might consider when proposing a training evaluation for your selected scenario, and explain why you selected those factors. Finally, describe the most important aspect of training to evaluate, and explain why it is the most important. Support your response with relevant resources and current literature. APA format.

Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources.

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