A1258690075NQqnW

1
HR Programme Evaluation
Human Resource Programme Evaluation

2
HR Programme Evaluation

• Questions
• Training impact?
• Learning, performance?
• What level of performance?
• Learning theory and training?
• Intervening variables (learning, performance)?

3
HR Programme Evaluation
Why do organisations train people?

4
HR Programme Evaluation

• Purposes of TrainingBrinkerhoff (1998)
• Improved performance on current job
• Individual capacity for the future (improved
  performance related to a specific job that person
  will be promoted to)
• Organisational capacity for the future (all
  people future job roles uncertain)
• Orientation and acculturation in an organisation
  (all employees)

5
HR Programme Evaluation

• Purposes of Training (2)
• General employee capacity (all employees work
  more healthily, handle stress better)
• Leadership capacity (develop specific people to
  be leaders)
• Personal benefits (non-job related training as a
  reward)

6
HR Programme Evaluation
Kirkpatrick (1975) Level 1 Reaction to
training Level 2 Learning Level 3 Application
of learning to job Level 4 Organisational
benefits Level 5 Return on investment
(Phillips, 1994)

7
HR Programme Evaluation

• Short-comings
• Has been called mechanistic does not deal with
  the causal complexity of training and impact
• Trainee focused
• Assumes relationships between the levels
• ROI is this a good measure of learning?

8
HR Programme Evaluation

• Challenges in Training Evaluation
• Design challenges
• Training has already happened, now an evaluation
  is needed
• Dirty data, missing data

9
HR Programme Evaluation
Design for Training Evaluation Post-test
only X O1 Pre-test, Post-test O1 X O2 Pre-te
st, Post-test control O1 X O2 O3 - O4


10
HR Programme Evaluation
Design for Training Evaluation (2) Post-test only
control X O1 - O2 Internal referencing
strategy O1 X O2 (questionnaire items related
to training items not related to training
effect on training related items
only)

11
HR Programme Evaluation
Design for Training Evaluation (3) Solomons Four
Group Design O1 X O2 O3 - O4
X O5 - O6

12
The Logic of Training Impact
Use of SKA in Improved Performance On-the Job
Learning Intervention
IMPACT
SK
Training Design
Performance Support
x
0 - 100
0 100
0 - 100
(Brinkerhoff, 2003)
13
HR Programme Evaluation

• What impacts on learning?
• What impacts on performance?
• Can we talk about training impact?

14
HR Programme Evaluation

• Assignment