Case Study: Evaluating the Training Effort
After trainees complete their training (or perhaps at plannedintervals during the training), the program should be evaluated tosee how well their objectives have been met. Thus, ifassembler should be able to solder a junction in 30 seconds, or aXerox technician repair a machine in 30 minutes, then theprogram`s effectiveness should be measured based on whether theseobjectives are met. For example, are your trainees learning as muchas they can? Are they developing the preplanned skills? Isthere a better way for managing the training process?These are some of the questions you can answer by properlyevaluating you training effort. Many companies that investedheavily in workplace training have substantially improved theirpositions. While it may not be just the training, Xerox retainedover 110,000 employees worldwide in the early 1980s and soonregained market share in its industry. General Motor is anotherfirm that has used training to help recapture market share. A studyconducted at General Electric`s in the early 2000s showed that theheavy investments in training between 1995 and 2000 resulted innoticeable improvements in employees` abilities and the quality oftheir products. Another study found that SG Bank has seensignificant increases in its productivity growth after implementingnew employee training program.
1. Consider the first bold statement in the text: (10 marks; 5each)
a. To what type of training outcome does it refer? Justify youranswer
b. Identify and discuss the theory of transfer of trainingapplicable to this type of training outcome.
2. Consider the second bold statement in the text: (10 marks; 5each)
a. To what kind of training evaluation does it refer? Justifyyour answer.
b. Discuss the effectiveness of this kind of trainingevaluation.
