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Number of Pages: 3 (Double Spaced)

Writing Style: APA

Number of sources: 4

This week, using your homework assignment from last week (your proposal you wrote for your supervisor on whether to purchase the training modules you evaluated), create two evaluation instruments for one of the training modules that you reviewed last week. First, create a pretest that you would give your trainees prior to taking the training. Then, create a Level 2 or Level 3 instrument that shows what the trainees learned after taking the training. Explain how you would measure the gains your trainees achieved from the training. (For more on the levels, see Table 6.1, page 239, of your textbook.) Your submission to the Dropbox should include a title page with your name and pertinent information, your explanation section on how you will measure the gains, and two instruments (i.e., questionnaires, quizzes, survey forms, manager feedback, etc.). The instruments should be copy ready, in that whoever would fill out the instrument (i.e., the trainee or the manager) should be able to do so based on your submission. In other words, don’t just tell what your instrument would be; create the instrument. See the lecture for more information on this as well. If you use a tool like Surveymonkey™ (not required but allowed), you can provide the link to the live survey as your instrument(s). If you don’t use a tool like Surveymonkey™, then you will need to create a paper copy of your instrument for your instructor to grade. Be sure to publish your survey if you create one, and make the link live for your professor to be able to access and grade.  Grading Points Breakdown  Instrument #1: 30 points  Instrument #2: 30 points  Explanation on measurement: 15 points  Submit your assignment to the Dropbox located on the silver tab at the top of this page. For instructions on how to use the Dropbox, read these step-by-step instructions or watch this Tutorial Dropbox Tutorial.  See the Syllabus section "Due Dates for Assignments & Exams" for due date information.  shows training outcomes, Kirkpatrick’s five-level framework for categorizing training outcomes, and a description of each of the outcomes and how they are measured. Both level 1 and level 2 outcomes (reactions and learning) are collected at the completion of training, before trainees return to the job. Level 3 outcomes (behavior/skills) can also be collected at the completion of training to determine trainees’ behavior or skill level at that point. To determine whether trainees are using training content back on the job (i.e., whether transfer of training has occurred), level 3, level 4, and/or level 5 outcomes can be collected. Level 3 criteria can be collected to determine whether behavior/skills are being used on the job. Level 4 and level 5 criteria (results and return on investment) can also be used to determine whether training has resulted in an improvement in business results, such as productivity or customer satisfaction. These criteria also help to determine whether the benefits of training exceed their costs. Keep in mind that the levels do not indicate the importance of the outcomes or that lower-level outcomes cause higher-level outcomes.12 That is, reactions cause learning, which in turn influences skills and results. The outcomes that are collected in evaluation are based on training needs, program objectives, and the strategic reasons for training. We discuss this in the section “Evaluation Practices,” later in the chapter. 238239  Reaction Outcomes Reaction outcomes refer to trainees’ perceptions of the program, including the facilities, trainers, and content. (Reaction outcomes are often referred to as a measure of “creature comfort.”) They are often called class or instructor evaluations. This information is typically collected at the program’s conclusion. You probably have been asked to complete class or instructor evaluations either at the end of a college course or a training program at work. Reactions are useful for identifying what trainees thought was successful or what inhibited learning. Reaction outcomes are level 1 (reaction) criteria in Kirkpatrick’s framework. Reaction outcomes are typically collected via a questionnaire completed by trainees. A reaction measure should include questions related to the trainee’s satisfaction with the instructor, training materials, and training administration (e.g., ease of registration and 239240accuracy of course description), as well as the clarity of course objectives and usefulness of the training content.13 Table 6.2 shows a reaction measure that contains questions about these areas. TABLE 6.2: Sample Reaction Measure Read each statement below. Indicate the extent to which you agree or disagree with each statement using the scale below. Strongly Disagree Disagree Neither Agree Strongly Agree 1 2 3 4 5 1. I had the knowledge and skills needed to learn in this course. 2. The facilities and equipment made it easy to learn. 3. The course met all of the stated objectives. 4. I clearly understood the course objectives. 5. The way the course was delivered was an effective way to learn. 6. The materials I received during the course were useful. 7. The course content was logically organized. 8. There was enough time to learn the course content. 9. I felt that the instructor wanted us to learn. 10. I was comfortable asking the instructor questions. 11. The instructor was prepared. 12. The instructor was knowledgeable about the course content. 13. I learned a lot from this course. 14. What I learned in this course is useful for my job. 15. The information I received about the course was accurate. 16. Overall, I was satisfied with the instructor. 17. Overall, I was satisfied with the course. .