By Jack Phillips, Ron Stone
How you can degree education effects offers sensible instruments for gathering and measuring six sorts of info severe to an total evaluatin of teaching. This well timed source: comprises dozens of reproducible instruments and methods for education evaluate indicates the best way to degree either monetary and intangible/non-financial effects
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Extra resources for How to Measure Training Results : A Practical Guide to Tracking the Six Key Indicators
Criteria—degree or level of proficiency that is necessary to perform the job Three types of learning objectives are: ■ Awareness—Familiarity with terms, concepts, processes ■ Knowledge—General understanding of concepts, processes, etc. ■ Performance—Ability to demonstrate the skill (at least at a basic level) Two examples of Level-2 objectives are provided below. 1. Be able to identify and discuss the six leadership models and theories. 2. Given ten customer contact scenarios, with 100 percent accuracy, and be able to identify which steps of the customer interaction process should be applied.
The upper portion of the worksheet is used to narrow your choices in determining which programs are the best candidates for Level4 and -5 evaluation. Once you have ranked the possibilities, you will still need to make the final decision based on budget and other resources. It is best that a team of people utilize the worksheet to process these decisions. Designers, instructors, and managers familiar with the programs can serve on the team. The lower portion of the worksheet is used to guide your decisions on Level 3 candidates.
These levels of objectives, ranging from qualitative to quantitative, define precisely what will occur as the training is implemented in the organization. 1 shows the different levels of objectives. 1 in Chapter 1 and are so critical that they need special attention in their development and use. 1. Levels of objectives. LEVEL OF OBJECTIVES FOCUS OF OBJECTIVES Level 1 Defines a specific level of satisfaction Reaction/ and reaction to the training as it is delivered to Satisfaction participants. Level 2 Learning Defines specific knowledge and skill(s) to be developed/acquired by training participants.