HRM 326 Week 3 Training Evaluation




Training evaluations are important to determine if the selected training solution was effective and provided the appropriate return on investment.

1.  Discuss as a team the last training program you attended (at work, school, other). Select one of your team members’ experiences and design a training evaluation process.

2.  Write a 525- to 700-word description of the evaluation process for the training program.

Start with a paragraph describing the training program, e.g. customer service skills or safety training or new software implementation.  Include a brief summary of the target audience for the training, why the training was needed and the expected outcomes from the training. [Make this just a summary – one paragraph. ]

Provide an explanation of how you would evaluate the training program around each of the four Outcome levels

·         reaction

·         learning

·         job behavior

·         organization results

Include what you are specifically measuring, the timeframe, and how it will appropriately measure the training solution.

Identify at least one weakness or risk in your evaluation process.  Discuss how you might mitigate this risk.

3.  Create a separate one-page training evaluation form that could be used at the end of the training course to evaluate the Reaction level.  [Note that this is in addition to the 525-700 word paper described in 2 above.]

Cite any sources according to APA formatting guidelines.

Click on the Assignment Files tab to submit your write-up and the training evaluation form in one document.

Here are some tips for this assignment.

The heart and focus of the assignment is how you would evaluate the training on each of the four Outcome levels – reaction, learning, job behavior, organization results. [Note that we are not interested in your evaluation of the training – we want to know the objective process you would use for evaluating it.]

Read the Outcome Data section of Chapter 9 carefully. See Figure 9-1 for an idea of the challenges of measurement at each level. We are focusing on Outcome Data, especially at the Job Behavior and Organization Results level, because that is all that management really cares about as shown in Table 9-9.]