JUNE 2012 (1)

Jun 2012

Question 4

b)Discuss three reasons for evaluating training.

     i.        To identify the program’s strengths and weaknesses. This includes determining if the program is meeting learning objectives, if the quality of the learning environment is satisfactory, and if transfer of training to the job occurring.

    ii.        To assess whether the content, organization, and administration of the program. This includes the schedule, accommodations, trainers, and materials that contribute to learning and use of training content on the job. 

 iii.        To assist in marketing programs through the collection of information from participants about whether they would recommend the program to others, why they attend the program, and their level of satisfaction with the program.

a)    Describe two types of evaluation design.
 1.      Summative evaluation

•  Refers to an evaluation conducted to determine the extent to which trainees have changed as a result of participating in training program
• Involves collecting quantitative (numerical) data through tests, ratings of behavior, or objective measures of performance such as volume of sales, accidents, or patents.

  2.  Formative evaluation

• refer to an evaluation of training that take place during program design and development. 
• involves collecting qualitative data about the program that include opinions, belief and feelings of the customers, employees and managers on the description of the training content, program, design, and objectives about the program.

         

JUN 2012

4b) Describe two (2) types of evaluation design. (6 marks)

There are two types of evaluation design such as:

1) The posttest only

- The posttest-only design refers to an evaluation design in which only post-training outcomes are collected. The posttest-only design is appropriate when trainees (and the comparison group, if one is used) can be expected to have similar levels of knowledge, behavior, or results outcomes (eg: same number of sales, equal awareness of how to close a sale, prior to training).

2) Pretest/ Posttest

- The pretest/posttest refers to an evaluation design in which both pre-training and post-training outcome measure are collected. This design is often used by companies those wants to evaluate a training program but are uncomfortable with excluding certain employees or that only intend to train a small group of employees.