Chapter 6 (Noe) Training & Development

Front 1

Formative Evaluation

Back 1

takes place during program design and development

Front 2

Summative Evaluation

Back 2

determine the extent to which trainees have changed as a result of participating in the training program

Front 3

Kirkpatrick's Four Level Framework of Evaluation Criteria

Back 3

the higher level outcomes should not be measured unless positive changes occure in lower level outcomes

Framework implies that changes at a higher level are more beneficial than changes at a lower level

Front 4

Kirkpatrick's Four Level Framework of Evaluation Criteria Chart

Back 4

Level 4 (Results) Business results achieved by trainees

Level 3 (Behavior) Improvement of behavior on the job

Level 2 (Learning) Acquisition of knowledge, skills, attitudes, behavior

Level 1 (Reactions) Trainee satisfaction

Front 5

Direct Cost

Back 5

salaries and benefits for all employeees involved in training; program material and supplies; equipment or classroom rentals or purchases; and travel costs

Front 6

Indirect Cost

Back 6

not related directly to the design, development, or delivery of the training program

Front 7

Criteria relevance

Back 7

the extent to which training outcomes are realted to the learned capabilities emphasized in the training program

Front 8

criteria contamination

Back 8

the extent that training outcomes measure inappropriate capabilities or are afffected by extraneous conditions

Front 9

Criteria Deficiency

Back 9

the failure to measure training outcomes tha were emphasized in the training objectives

Front 10

Threats to validity

Back 10

factors that will lead an evaluator to question either the internal validity and external validity

Front 11

Internal validity

Back 11

the believablity of the study results

Front 12

External validity

Back 12

the extent to which theevalutaion results are generalizable to other groups of trainees and situations

Front 13

Post-test only

Back 13

refers to an evaluation design in which only posttraining outcomes are collected

Front 14

Pretest/Posttest

Back 14

refers to an evalution design in which both pretraining and posttraining outcome measures are collected

Front 15

Pretest/Posttest with comparison group

Back 15

refers to an evaluation design that includes trainees and a comparison group

Front 16

Time Series

Back 16

refers to an evaluation design in which training outcomes are collected at periodic intervals both before and after training

Front 17

Solomon four group

Back 17

combines the pretest/posttest comparison group and the posttest-only group design

Front 18

Cost-benefit analysis

Back 18

process of determing the economic benefits of a training program using accounting methods that look at training costs and benefits

ROI should be limited only to certain training programs, because it can be costly

Front 19

How to determine Return on Investment (ROI)

Back 19

Determining costs-methods for comparing costs of alternative training programs included the resource requirements models and accounting

Determining Benefits- Technical, academic and practictioner literature
pilot training programs and observance of successful job performers
Estimates by trainees and their managers

Front 20

Utility analysis

Back 20

a cost benefit analysis method that involves assessing the dollar value of training based on: estimates of the difference in job perfomance between trained and untrained employees, the number of individuals trained, the length of time a training program is expected to influence performance, the variabliit in job performance in the untrained group of employees