Part 1
Prepare
Watch the following scenario to prepare for this week’s discussion:
Evaluating the Training.
Download a transcript of the video Download transcript of the video.
Respond
Imagine it is your task to calculate ROI for a hypothetical training program. Determine one key element that would factor into your calculation of ROI, and identify the aspects of your hypothetical program that would make the element applicable and your calculation accurate.
Part 2
Post at least one substantive comment to another student’s post (Latisha H.)
Hello classmates and Professor,
If I were tasked with calculating the ROI, for a hypothetical training program, one key element I would factor into the calculation would be the improvement in employee performance metrics following the training. This element is crucial because it directly reflects the effectiveness of the training in enhancing the skills and capabilities of the employees, which ideally should lead to increased productivity and potentially higher revenues or cost savings for the company.
To make this element applicable to my hypothetical program, I would first establish baseline performance metrics for all participants before the commencement of the training. This could include sales numbers, customer service ratings, production rates, error rates, or any other relevant performance indicators specific to the roles of the employees involved.
After the training is completed, I would measure these same metrics again to identify any improvements. The difference between the pre-training and post-training figures would indicate the impact of the training on employee performance.
For my calculation of ROI to be accurate, it is essential that these performance metrics are collected rigorously and consistently. I would also need to account for external factors that could influence performance, ensuring that the improvements can be credibly attributed to the training program. Additionally, I would calculate the total costs of the training, including development, delivery, and employee time spent in training, to compare against the gains from improved performance.
BUS407 Week 8 Scenario Script: Evaluating the Training
Slide #
Slide 1
Scene/Interaction
Scene 1 / Deborah’s Office
(Talking to the student)
Narration
Deborah: Hello!
Last week, we reviewed the Computer-based
training methods. Remember, these methods are
excellent in terms of time and consistency of the
training. However, they have higher
implementation cost than the traditional methods.
In addition, we covered the development and
implementation of our training program. We
reviewed the components of an instructional
strategy or training plan and we decided to work
under the Experiential Learning Model.
Now that we have only two weeks to go, we must
decide how we will evaluate our training program.
We must evaluate our training program to
guarantee continuing support to any future
training effort.
Slide 2
Scene 2 / Taormina’s
Conference Room
(Talking to the student)
Deborah: One important concept related to
evaluation is Return on Investment.
Return on Investment, or ROI, is a performance
measure used to evaluate the efficiency of an
investment. This ROI could be measured in
monetary or non-monetary terms.
Designing the evaluation of training consists of
two phases. Let’s review them.
The first phase is process data evaluation and the
second phase is outcome data evaluation.
Process data evaluation compares the developed
training to what actually takes place in the training
program.
Outcome data evaluation determines how well
training has accomplished its objectives.
Let’s take a look at where they fit into the
evaluation phase of the training process model.
Slide 3
Interaction Slide
This slide will have an
interactive model of the
evaluation phase as illustrated
in the textbook. The student
will click on each box to learn
information about each step.
Slide 4
Scene 3/ Taormina’s
Conference Room
(Deborah talking to student)
Deborah: We need to outline the steps of our
process data evaluation. Remember, process data
evaluation is used to compare the executed
training with the planned training.
Our first step is analyzing the processes used to
develop the training for Taormina. This is called
the “before training” step.
Second, we need to analyze the processes and
techniques used to deliver the training program.
This is called the “during training” step.
Now let’s review the outcome data evaluation.
Remember, outcome data evaluation is used to
determine how well the training met or is meeting
its goals.
There are four levels of outcome data evaluation:
reactions, learning, job behavior, and
organizational results.
We need to review all of them before we decide
which one to use.
Let’s see…
Slide 5
Interactive Slide
Students will interact with
buttons on the slide to view
information about each level
of outcome data evaluation.
Level Definition
Reactions
Used to determine what the
trainees thought about the
training.
Learning
Serves as a pre-training
measure of trainees’
knowledge, attitude, and
skills.
Job Behavior
Determines whether the
training transferred to the job.
Organizational Results
Determines if any change after
the training was completed.
Slide 6
Scene 4/ Deborah’s office
Deborah: Okay! We need to decide which level
to use for Taormina. Remember, this is
Taormina’s first training program, so you might
want to cover all angles.
What do you think?
Slide 7
Scene 5/Test your
Knowledge
What level or levels of
outcome data evaluation are
most applicable to Taormina’s
new training program?
Reaction: Incorrect. We
need to know the trainees’
impression about our training
program. This will assist us in
improving future training
efforts. However, we might
need to evaluate something
else to confirm the
effectiveness of our training
program.
Deborah: We need to know the trainees’
impression about our training program. This will
assist us in improving future training efforts.
However, we might need to evaluate something
else to confirm the effectiveness of our training
program.
Deborah: We can compare the effectiveness of
the training by assessing trainees’ KSAs before
the training occurs. However, we might need to
evaluate something else to confirm the
effectiveness of our training program.
Deborah: This level is an attitudinal measure,
which will provide data about the effectiveness of
the training opportunity. However, we might need
to evaluate something else to confirm the
effectiveness of our training program.
Learning: Incorrect. We can
compare the effectiveness of
the training by assessing
trainees’ KSAs before the
training occurs. However, we
might need to evaluate
something else to confirm the
effectiveness of our training
program.
Job Behavior: Incorrect.
This level is an attitudinal
measure, which will provide
data about the effectiveness of
the training opportunity.
However, we might need to
evaluate something else to
confirm the effectiveness of
our training program.
Deborah: We need to review how well our
training objective solves Taormina’s sales issue.
However, we might need to evaluate something
else to confirm the effectiveness of our training
program.
Deborah: I agree! We should use all of them to
fully evaluate the outcome of our first training
program. Through these four levels, we will
obtain enough data to improve any future
training effort.
Organizational Result:
Incorrect. We need to review
how well our training
objective solves Taormina’s
sales issue. However, we
might need to evaluate
something else to confirm the
effectiveness of our training
program.
All of the above: Correct!
We should use all of them to
fully evaluate the outcome of
our first training program.
Through these four levels,
we will obtain enough data
to improve any future
training effort.
Slide 8
Scene 6/Deborah’s Office
Deborah: Great job today!
We understood the importance of evaluating
training programs and we reviewed the steps of
the evaluation process.
We discussed how important it is to evaluate the
process data and the outcome data. Remember, the
evaluation of training will ensure continuing
support to our HR training initiatives.
Please participate in discussions about the topics
we covered today, as well as completing relevant
e-Activities.
See you soon!
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