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Evaluation Phase
Input
Process
Evaluation Strategy and Design
Output
Process Measures
Evaluation Objectives
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9-4
No No No
9-6
3. The trainer was good at keeping everyone interested in the topics ... 1 2 3 4 5
4. The trainer encouraged questions and participation from trainees .....1 2 3 4 5
Copyright 2010 Pearson Education, Inc. publishing as Prentice Hall 9-7
before moving on to the next topic..1 2 3 4 5 6. The trainer summarized important concepts before moving to the next module1 2 3 4 5 7. Overall, how would you rate this trainer? (Check one.) ____1. Poor; I would not recommend this trainer to others. ____2. Adequate; I would recommend this trainer only if no others were available. ____3. Average ____4. Good; I would recommend this trainer above most others. ____5. Excellent; this trainer is among the very best Ive ever worked with. 8. Additional comments:
Copyright 2010 Pearson Education, Inc. publishing as Prentice Hall 9-8
3.
4. 5.
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9-10
4.
5. 6. 7.
Examine objectives to gain a clear understanding of the content area you wish to test. Write the questions in a clear manner. Shorter is better. Choose alternatives to the correct response from typical errors made during training. Make alternatives realistic. Do not consistently make the correct response always longer than incorrect responses. Provide four options. More than four takes longer to read, and it is difficult enough to write three reasonable alternatives along with the correct answer. Pretest items by giving the test to those expected to know the material. Ask for feedback on clarity. Note any questions that many of them get wrong. Give revised items to a group of fully trained (experienced) employees and a group of untrained (inexperienced) employees. The former should score well and the latter should do poorly.
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9-12
earthwork
Safety
Heavy equipment
paver
Safety
9-15
1 rarely
Good:
3 occasionally
5 frequently
During the past three months how often did you receive feedback on your work? 2 13 times a month 3 about once a week 4 2-4 times a week 5 once a day or more
9-16
1 not once
Good: What percent of the time are you sure of what your compensation will be?
1 020% 2 2140% 3 4160% 4 6180% 5 81100%
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Bad:
To what extent are you satisfied with your job? 2 a little bit 3 some 4 quite a lot 5 very much
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Job Behavior
Learning
Reactions
Post training
10 hrs. X 8 grievances = 80 hrs.
80 hrs. X $50 per hr. = $4,000.00 472 hrs X $25 per hr.= $11,812.50 60 hrs. X $25 per hr. = $1,500.00 $43,312.50 $5,500.00
= $31,500.00
Reduction in cost of grievances going to the third step 43,312.50 5,500.00 = $37,812.50 Cost of training -32,430.00 Cost saving for the first year $ 5,382.50
Copyright 2010 Pearson Education, Inc. publishing as Prentice Hall 9-21
Audience:
One year:
9-22
9-24
Other:
X =
Total Revenue Produced by Training Option B-Summary Analysis $ = Revenue Revenue After Training Without Training
Copyright 2010 Pearson Education, Inc. publishing as Prentice Hall
=
Total Return on Training Investment
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The above assumes average salary of 35,000 dollars. The .40 comes from the 40% rule, which is a calculation based on 40% of the average salary of trainees.
So based on the above information, the utility of the training based on this formula is:
30 X 1 X .2 X 14,000 - 32,020 = $51,980
Copyright 2010 Pearson Education, Inc. publishing as Prentice Hall 9-28
Trainer
Other Trainers Training Manager Customers Trainees Trainees Supervisor Upper Management
Yes
Perhaps Yes Yes Not really No
Yes
Perhaps Yes Yes Only if no transfer No
Yes
Perhaps Yes Yes Yes Perhaps
No
No Yes Perhaps Yes Yes
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