Evaluating Training Results Paper
Evaluating training results. (includes related articles on the objectives of staffing and placement courses and a sample case study and check sheet for staffing and placement courses)
Training & Development Journal
| January 01, 1990 | Erickson, Paul R. | Copyright
Evaluating Training Results
Here's a training-evaluation method that assesses whether participants remember what they were supposed to have learned--and know how to apply it on the job.
It happens all too often. At the end of your training course, participants pass a simple test by reiterating all the buzz words they've memorized. Then they go back to their work stations and immediately begin to forget everything they were supposed to have learned.
Oh sure, they filled …show more content…
Since World War II, corporations have spent billions of dollars on worker training. As with any corporate investment, training directors are held accountable for the return on that investment; top management is looking for evidence that the dollars spent pay off. Budget justifications are in terms of potential savings generated through productivity gains or improved quality.
Companies are looking for cost-effective training strategies and seriously considering make-or-buy options. The portability and transferability of training materials are issues that multinational corporations wrestle with as global education networks take form and satellite communications proliferate.
Not only is top management becoming more demanding, but trainees are asking for and getting training materials geared to their requirements and delivered on demand. As computer-based training (CBT) and other instructional technologies become readily available (and cost-effective), the challenge for trainers is to deliver course materials in ways that ensure quality products at reasonable prices, tailored to end-user …show more content…
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Training is an investment. If the learners apply back at work what they acquired during their learning, there will be a return on the investment. If they do not, then the training time was merely spent (and hence wasted) rather than invested.
Why would learners not apply at work what they were taught during the training?
Three factors
Three sets of factors can help or hinder the transfer of learning from class to job: personal, instructional, and organizational. Let's look at some examples of each.
Personal factors involve issues in several categories:
* motivation (Does the learner want to be in class? Does the learner already know the subject matter. . . or believe that she or he does? Does the learner enjoy the work and the job?)
* ability (Does the learner have the ability to learn the material?)
* attention (Can the learner concentrate, or are weightier matters interfering--such as an illness or a
Training & Development Journal
| January 01, 1990 | Erickson, Paul R. | Copyright
Evaluating Training Results
Here's a training-evaluation method that assesses whether participants remember what they were supposed to have learned--and know how to apply it on the job.
It happens all too often. At the end of your training course, participants pass a simple test by reiterating all the buzz words they've memorized. Then they go back to their work stations and immediately begin to forget everything they were supposed to have learned.
Oh sure, they filled …show more content…
Since World War II, corporations have spent billions of dollars on worker training. As with any corporate investment, training directors are held accountable for the return on that investment; top management is looking for evidence that the dollars spent pay off. Budget justifications are in terms of potential savings generated through productivity gains or improved quality.
Companies are looking for cost-effective training strategies and seriously considering make-or-buy options. The portability and transferability of training materials are issues that multinational corporations wrestle with as global education networks take form and satellite communications proliferate.
Not only is top management becoming more demanding, but trainees are asking for and getting training materials geared to their requirements and delivered on demand. As computer-based training (CBT) and other instructional technologies become readily available (and cost-effective), the challenge for trainers is to deliver course materials in ways that ensure quality products at reasonable prices, tailored to end-user …show more content…
Use Print2Flash! www.Print2Flash.Com Free Academic Journals
Search the global online library on ethics. Sign up for free. www.globethics.net/library But Will They Use It?
Training is an investment. If the learners apply back at work what they acquired during their learning, there will be a return on the investment. If they do not, then the training time was merely spent (and hence wasted) rather than invested.
Why would learners not apply at work what they were taught during the training?
Three factors
Three sets of factors can help or hinder the transfer of learning from class to job: personal, instructional, and organizational. Let's look at some examples of each.
Personal factors involve issues in several categories:
* motivation (Does the learner want to be in class? Does the learner already know the subject matter. . . or believe that she or he does? Does the learner enjoy the work and the job?)
* ability (Does the learner have the ability to learn the material?)
* attention (Can the learner concentrate, or are weightier matters interfering--such as an illness or a