Outcome Evaluation/Cost Evaluation Comparisons
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1. Describe the following four levels of outcome evaluation. Provide one example of how each evaluation is performed, and one factor that influences the outcome at each level.
1. Reaction Outcomes
2. Learning Outcomes
3. Job Behavior Outcomes
4. Organizational Results
2. Cost-effectiveness evaluation, cost/benefit evaluation, cost saving analysis and utility analysis are used as methods for evaluating the costs of training. Describe each method, and provide a scenario where each method would be appropriate.
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The solution examines outcome evaluations and cost evaluation comparisons.
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1. Reaction Outcomes-The aim of reaction outcome is to evaluate the trainees' feelings toward the relative success of the training program overall and of individual components such as those related to the instructor, the meeting place, the media used to deliver the training, etc. This can be measured after training via a survey given to the trainees by the trainer. On factor that can influence reaction outcome is how engaging the trainer was to the trainees. If he/she was lively and repeatedly probed for audience participation, and did other things to make the audience feel good overall about the training, then the reaction outcome is likely to be high.
Learning Outcome-The goal of learning outcome is to evaluate the ability of the trainees to perform the specific objectives of the training program. For example, if the goal of the program was to teach the sales staff how to use Google Calendar, then a test could be given where the trainee demonstrates that he/she can utilize the tool properly. One factor that can influence the learning outcome was the way that the material was delivered. Depending upon what is being learned, some people may prefer a broad overview where some participants would prefer hands on training. If the trainer has done their job properly, all trainees should have received sufficient training so as to be ...
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