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Training Evaluation Plan

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Scenario: An insurance company has hired you to do an evaluation of their training program. They are particularly concerned about the new hire training for new insurance agents. This training teaches the agents about all of the different policies offered by the company for life, auto, home and health insurance. The current situation is that the company is paying the agents $300 a week while they are in training. The training courses last 8 weeks. The instructors are paid $5000 for the 8 weeks. Other overhead expenses include site rental, supplies, equipment etc are approximately $3000. At the end of the training the agents are assigned a trained agent to work with for 2 weeks (at the same pay level) and then they are assigned a territory. 45% of the agents trained quit before the end of the time with the trained agent. Another 20% quit or are fired within the first 3 months on the job. The company needs to find out what needs to be done to improve their hiring and training practices so that they retain more of the agents trained.

Your assignment is to develop a plan of what data to collect and how to analyze it to gain the necessary information for the company to make a decision. Be sure to include both qualitative and quantitative data in the plan and identify which is which. Explain what data you will collect, who you will collect it from, how you will collect it, why it is needed and whether it is quantitative or qualitative. You are not to make recommendations about solutions to the problem as you do not have any data collected to base those conclusions on. You are simply planning what data needs to be collected so recommendations can be made after it is collected and analyzed. Include a discussion of how you will use technology in data collection for this project. Provide the plan using appropriate outside sources to help justify your choice of data to collect.

Variety of appropriate data to collect
Plans for analysis
Use of Technology
Use of appropriate outside supporting sources

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Solution Summary

Scenario: An insurance company has hired you to do an evaluation of their training program.

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The great thing about research is that there has been so much foundation already laid down for almost every problem that you may want to explore. I found a great research piece that discusses evaluating training practices and efficiency. I will summarize this article and provide the citation.

Training is the key to having successful human resource development activity. Organizations spend billions of dollars to train employees to do their jobs effectively, and need to be able to assess the effectiveness of this expenditure. Often the case may be that the training evaluation is either lacking or too limited, usually due to limited time and money. Without proper training evaluation, however, it can be difficult to determine where the training is lacking effectiveness. The two primary components of evaluation are formative, which includes "reaction and learning", and summative evaluation, which measure behavior and results (Iqbal, 2011).

In order to determine how effective a training program is, it must address the goals of the organization using it, which are known as the organizational outcomes. According to this article, the most widely used form of training evaluation deals with the trainees "reaction" to their training, which is the trainee's response to their training activities, and is based on qualitative data: opinions, judgments, perceptions and understandings about the ...

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