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Running head: Evaluation Report

Evaluation Report
Eric Coleman
CUR/528
July 6, 2015
Instructor: Susan Kater

Running Head: The Evaluation Process Report


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Program description
The primary focus in designing the on boarding training for new hires is to make sure
they are being indoctrinated in the most appropriate way. Designing a training model and
program that delivers the most effective results is the underlining component. The on boarding
program has been designed, development, and implementation without marketing and company
buy in. The programs strategies strive to showcase the importance of how a successful on
boarding training program empowers its learners. A successful program is designed by using
multiple components and mixed methods to discover new processes that can be employed in a
real-time work related setting. Using tools such as E-Learning, online modules, face to face
interaction, and written assessments will enhance engagement of associates instead of just having
annual training modules for refreshers and on boarding. Course design for onboarding is the tip
of the iceberg in the realm of conjuring information and relative data to comprise a training
module that will be beneficial to all learners, facilitators, and evaluators involved.
Description of the Problem
Incorporating lessons from the employee handbook will enhance our training program.
We will have a valuable resource outlining practical procedure. Practical procedures deal with
workplace issues, building trust, creating healthy work environments, and fostering cultures of
welcomed creativity. We must honor the fact that there are real problems in our company, and we
must face them, in order to be effective towards the residents that we service. The company
understands that we need to find new ways to fix old problem of ineffective employee training.
Recommendations to focus first of new hire training is an effective way in developing employee

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time, resources, and promote team diversity. "As a society we need to test new ideas to combat
old problems." (Royse, 2011. p.16).
Combating old problems with new techniques should not totally discount the
effectiveness of the old way of practice. Understanding the fine line lays the foundation that
started the process of assessment and evaluation. Sunrise understands that bad assessments and
practices from the regulators standpoint, jeopardizes standards, crosses ethical boundaries and
sets employees up for failure.
Purpose of the Evaluation
The purpose of evaluating the on boarding process is to assess the information that is
taught with mixed methods of Quantitative, Qualitative, Formative and Summative Assessments.
How this is measured and evaluated is the question the company is always asking. When
employees are on the job, how do we know besides an annual review that the information given
is used properly and regularly reviewed? A result is the measurement of the onboard training
effectiveness. What impact has the training achieved for the learner and not just the records of
Sunrise Senior Living? "Program evaluation can be seen as a subset of those activities labeled
research, which itself has been simply defined as systematic procedures used in seeking facts or
principles." (Barker, 2003, p. 368).
What I have gathered is the vantage point of hypostasis in any given class or what is the
underlining comprehension of the class. Appropriate teacher assessment is based on using the
information from our formative and summative assessment.

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Data collection procedures


"Program evaluation is applied research used as part of the managerial process.
Evaluations are conducted to aid those who must make administrative decisions about human
services programs."(Cengage, 2011). The steps that were taken was a weekly check-in
concerning the exams content and to see if the information and questions were relevant to the
specific job. We answered questions about the exam and placed them into categories that
signified level of relevance. Once all of this was done, the final exam we rewritten from the
subject matter experts point of view from a practical and empirical standpoint. Conducting
training assessments have been anything fare and extremely distant from evaluation bias.
Another aspect of survey and assessment is to perform practical and empirical checkpoints to see
where the learners are in the training process. We have allowed the new hires to shadow the
current employees and have hands on experience to help the process in retaining information and
process acclimation. Data collection can be interpreted in many ways especially dependent upon
the person who collects and reads it. From a course standpoint, if someone deems that class to be
hard or too much information, the evaluator may be bias and say that student is just lazy and
does not want to apply him or herself to the level of requirements. On the other hand they could
probably say that the course material keeps the learners occupied.
Procedures for analyzing the data
With the aid of such instruments and references as training the deliver, how to write a
terrific manual, and Real World Training Design, we can begin the journey of recreating training.
Every training endeavor faces the inevitable setbacks and problems of time, limited funding and
cost, quality, and means of continuous education and implementation training. I am

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recommending consideration of utilizing a neutral party in data evaluation. This is will diminish
the potential act of bias remarks and implementation. The strategies, program solutions, Gap
Analysis, proper design, strategic development, and implementation/evaluation are all tools used
to properly analyze the on boarding training we conduct with our new hires. The employment of
this process will help us create and maintain an effective training program that will help achieve
our companys goals. Defective information that has been gathered will not be able to reveal
tangible information that can be used to evaluate current instruction and or courses. The question
that continually needs to be asked is how to revamp teaching methodologies when we see that
the students are still not getting, retaining and are not able to articulate the information. If we as
instructors and evaluator are not willing to change the way that you are teach, it will bring about
a disservice to the learner. My thought and comment to his teacher was to switch up the way the
doctrine is being shared. Effective teaching and data gathering is only great material if the way
and purpose you received it is effective.
Results/findings
Incorporating various mixed methodologies of assessments and evaluation in training
portrays training as our ally at sunrise. Our goal is to be innovative and not just skilled workers.
We intend to move beyond a traditional established training program while upholding the
mission and vision of our company. Onboarding training guides and enables our Gap Analysis to
fill goal timelines and achieve our mission. We must remember to include examples of where we
want to be in our analysis, methods of learning and tangible timelines that are measurable and
reasonable. Not only must we spend time in creation and implementation, a good portion of this
roll-out focuses on marketing the training and information that is available to everyone. Different

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examples of learning in an educational setting are scenarios for critical thinking, role play,
relatable studied cases, live demonstrations, visual aids and the deployment of social media
aides. First and foremost we must solicit the aid of reputable training material that lays out the
tools and resources needed to write, implement and train and efficient training program.

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References
Barker, R. (Ed.). (2003). The social work dictionary (5th ed.). Washington, DC: NASW Press.

Program Evaluation: An Introduction, 5e Chapter 1: Program Evaluation: An Introduction, 5e


ISBN: 9780495601661 Author: David Royse
Copyright Cengage Learning (2011)