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20 Cards in this Set

  • Front
  • Back
Formative Evaluation
takes place during program design and development
Summative Evaluation
determine the extent to which trainees have changed as a result of participating in the training program
Kirkpatrick's Four Level Framework of Evaluation Criteria
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
Kirkpatrick's Four Level Framework of Evaluation Criteria Chart
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
Direct Cost
salaries and benefits for all employeees involved in training; program material and supplies; equipment or classroom rentals or purchases; and travel costs
Indirect Cost
not related directly to the design, development, or delivery of the training program
Criteria relevance
the extent to which training outcomes are realted to the learned capabilities emphasized in the training program
criteria contamination
the extent that training outcomes measure inappropriate capabilities or are afffected by extraneous conditions
Criteria Deficiency
the failure to measure training outcomes tha were emphasized in the training objectives
Threats to validity
factors that will lead an evaluator to question either the internal validity and external validity
Internal validity
the believablity of the study results
External validity
the extent to which theevalutaion results are generalizable to other groups of trainees and situations
Post-test only
refers to an evaluation design in which only posttraining outcomes are collected
refers to an evalution design in which both pretraining and posttraining outcome measures are collected
Pretest/Posttest with comparison group
refers to an evaluation design that includes trainees and a comparison group
Time Series
refers to an evaluation design in which training outcomes are collected at periodic intervals both before and after training
Solomon four group
combines the pretest/posttest comparison group and the posttest-only group design
Cost-benefit analysis
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
How to determine Return on Investment (ROI)
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
Utility analysis
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