Developing a training evaluation Plan

Overview

Develop an evaluation
plan to determine if each learning objective has been met in your training and
development program, including evaluation levels used, the specific measurement
instruments (such as questionnaires, interviews, observation), and your
methodology for the evaluation process.

For this assessment, you
will develop an evaluation plan for your training and development program.

Note: The assessments in this course build upon each other, so you are
strongly encouraged to complete them in sequence.

By successfully
completing this assessment, you will demonstrate your proficiency in the
following course competencies and assessment criteria:

• Competency 2: Demonstrate effective training program design,
  development, and implementation. 
  • Analyze
    the methodology used in the evaluation process.
• Competency 3: Demonstrate effective training program measurement
  and evaluation. 
  • Develop
    evaluation levels for learning objectives.
  • Explain
    how evaluation levels will be measured.
  • Evaluate
    the effectiveness of the program design against evaluation results.
  • Justify
    the evaluation plan used for the training and development program.
• Competency 5: Identify effective organizational processes and
  roles for employee development. 
  • Evaluate
    effectiveness of training to organizational processes on employee development.

Context

The basic framework for training evaluation is
built from Kirkpatrick’s four levels of evaluation: reaction, learning,
behaviors, and results. This assessment supports the collection methods and
analysis of evaluation data for your training and development program.

Questions to consider

As you work to complete
this assessment, you may find it helpful to consider the questions below. You
are encouraged to discuss them with a fellow learner, a work associate, an
interested friend, or a member of the business community, in order to deepen
your understanding of the topics.

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• Which learning objectives are best evaluated using each of
  Kirkpatrick’s levels?
• When should evaluations be conducted to capture both short-term
  and long-term training objectives?
• What levels of evaluation afford organizations the best return
  on investment for their training and development programs?

Suggested
Resources

The following optional
resources are provided to support you in completing the assessment or to
provide a helpful context. For additional resources, refer to the Research
Resources and Supplemental Resources in the left navigation menu of your
courseroom.

Capella Multimedia

Click the link provided
below to view the following multimedia piece:

• Evaluating
  Training: A General Picture | Transcript.

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Library Resources

The following resources
are provided for you in the Capella University Library and are linked directly
in this course.

• Engel, S., & Kapp, K. M. (2004). Sovereign
  bank develops a methodology for predicting the ROI of training programs. Journal of Organizational Excellence, 23(2), 51–60.
• Farrell, D. (2005). What’s
  the ROI of training programs? Lodging Hospitality, 61(7), 46.
• Mathison, S. (Ed.). (2005). Encyclopedia
  of Evaluation. Thousand Oaks, CA: Sage Publications, Inc.

Course Library Guide

A Capella University library guide has been created specifically
for your use in this course. You are encouraged to refer to the resources in
the BUS-FP4047 – Employee Training and Development Library Guide to
help direct your research.

Bookstore Resources

The resources listed below are relevant to the topics and
assessments in this course and are not required. Unless noted otherwise, these
materials are available for purchase from the Capella
University Bookstore. When searching the bookstore, be sure to look for the Course
ID with the specific –FP (FlexPath)
course designation.

• Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River,
  NJ: Prentice Hall. 
  • Chapter
    9, and Appendix 9-1.

Assessment instructions

Preparation

Use the Effective Training textbook, the Internet, or the Capella Library to research
Kirkpatrick’s evaluation levels.

Requirements

For this assessment,
complete the following:

• Develop two or more Kirkpatrick evaluation levels for your
  training and development program.
• Explain how each evaluation level will be measured. ( Hint: Will you use a sample questionnaire, an observer checklist, or a
  test?)
• Analyze the methodology you would use in the evaluation process.
  ( Hint: Would you use a pre- and post-training evaluation, a
  post-training evaluation, or a control group that does not receive the training
  but serves as a comparison group for evaluation?)
• Evaluate the effectiveness of your program design against its
  evaluation results.
• Justify the evaluation plan used for your training and
  development program.
• Evaluate effectiveness of training to organizational processes
  on employee development.

Additional
Requirements

• Written communication: Written communication
  is in a professional style with correct grammar, usage, and mechanics.
• APA formatting: Resources and citations are formatted
  according to current APA style.
• Headings: Incorporate level headings according to current APA style.
• Length: A typical response should be 5–6 typed double-spaced pages.
• Font and font size: Times New Roman, 12 point.
• References: Use at least two references.

 

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